Integrating Assessments With Career Conversations
Transcript Integrating Assessments With Career Conversations
Dr. Roberta Neault, Life Strategies Ltd.
A Pan-Canadian perspective
10 tips for integrating assessments into
A Pan-Canadian Perspective
FLMM Career Development Services Working Group
To identify and understand:
Current uses and limitations of assessment processes,
models, and tools
Benefits associated with existing tools
Gaps and areas where new work may be needed
Literature review, key informant interviews, survey
Little overlap between
Some evidence of a “one size fits all” approach
Rich mixture of informal and standardized assessments
What key informants taught
What survey respondents used
Caution to not over-rely on assessment instruments
Many specific assessments used with diverse populations
For career decision-making
Interest assessments widely used
Popular Assessment Tools
Considerations for Effective Use
Use a systematic, holistic framework
e.g., the Wheel, developed by Amundson
Learn about a wide range of assessments
Research appropriate use of assessment tools
for diverse client groups
10 TIPS FOR INTEGRATING ASSESSMENTS
WITH CAREER CONVERSATIONS
1. CHOOSE WISELY
Purpose of Assessment
Employee screening and selection
Career and leadership development
Types of Assessments
A – unrestricted access
B – university training in tests/measurements
C – advanced training and supervision
10 Tips for Selecting Assessments
Consider the implications of testing (or not)
Decide to test or not to test
Identify special considerations
Avoid a “one size fits all” approach
Find the right tool(s) for your purpose
Confirm qualification levels of assessment specialists
Allow Sufficient Time
Read and highlight
Conduct additional research if needed
How Many Buds Are in the Image?
What Did You Miss?
Be Aware of...
Too narrow or too broad of a focus
Look at the Big Picture
Consider assessment goals
Integrate contextual information
Question unusual or contradictory results
Check for missing information
Cross-check with other information sources
Explore flat profiles or random responses
Don’t get bogged down with irrelevant details
The top half of the Wheel includes
external factors (e.g. opportunities,
The bottom half of the Wheel
includes personal characteristics
(e.g. skills, interests).
Reproduced with permission from Career
Pathways 2nd Ed. (Amundson & Poehnell, 2008)
Points to Ponder
Potential impact of assessment results
How best to communicate them
5. FOCUS THE CONVERSATION
Career Conversations vs.
Express career aspirations and concerns
Identify goals and next steps
May mention performance
Focus on a review of performance
Provide an opportunity to benchmark
May identify gaps in need of development
If Performance is an Issue...
Ensure performance is “solid” in current job
Offer clear benchmarking and gap analysis
Identify specific strategies to build competency
Provide access to supports
Coaching, self-study, course, external training
Collaborate on action planning
Agree on change/growth plan and timeline
6. DON’T OVERINTERPRET
7. DON’T “TEST AND TELL”
Beyond “Test and Tell”
“[Some] practitioners…conceptualize career counselling
as a process of administering tests
and providing occupational information.
Such views freeze career counselling
at the turn of the last century.”
~Niles & Harris-Bowlsbey (2002)
Career Counseling Strategies and Techniques for the 21st Century
8. ESTABLISH “SMART” GOALS
MAJOR TASK 1
MAJOR TASK 2
MAJOR TASK 3
MAJOR TASK 4
Vision without action is merely a dream.
Action without vision just passes the time.
Vision with action can change the world.
Get “informed consent” up front
Who owns the results?
How will they be used?
How can the results be helpful?
How can they best be communicated?
10 Tips for Integrating Assessments
with Career Conversations
Focus the conversation
Don’t test and tell
Establish SMART goals
Identify action steps
Facilitate appropriate sharing