Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 1

InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-MakingTexasCounselingAssociationProfessionalGrowthConference

GretaA.Davis,PhD,LPC-S,NCC,CCC

InterestsAssessments• Over100yearsofresearch• StrongInterestInventoryfirstpublishedin1927• Interestspredictoccupationalchoice,jobsatisfaction,whetherpeoplestayorleaveajob,and

howwelltheyperformonthejob**• Subjectiveself-reportofinterests• RelativelyeasilytoadministerandinterpretAptitudeAssessments• 80yearsofresearchhasinformedaptitudeassessmentdevelopment• Thurstoneidentified“primarymentalabilities”• GATBfirstpublishedin1947andASVABfirstpublishedin1968• Rootedinmilitaryselectionandrecruitment• Employersuseforselection• Timed,standardized,inherentlymorecomplicated• ExpensiveBiasConcerns–Interests• Biasedduetogenderandsexdifferencesasinfluencedbysociety,cultures,andgendernorms

andexposure(Reynolds&Suzuki,2013)• Evidence:SIIinterestsconsistentlyshowrealdifferencesbetweenmenandwomenbasedon

gender(e.g.,menfavoringRandIandfemalesfavoringAandS)whichprovidesongoingsupportforgender-basednormingandinterpretation(Einarsdottir&Rounds,2009;Fouad,2002)

BiasConcerns–Aptitudes• Biasedrelatedtoeconomic,socialandeducationaldeprivation• Biasedastheyhave[historically]systematicallyunderrepresentminorities’trueaptitudesor

abilities(Reynolds&Suzuki,2013)• Evidence:YouScienceassessmentidentifiesaptitudesmoreequitablybetweenmalesand

femalesanddifferentculturalgroups(UniversityofMissouriCareerResearch)UsingBothInterest&AptitudesandBeyond• Understandlimitationsofnormedandstandardizedassessments• Usethemcautiouslywithappropriatepsychometricreviewvetting• Addmeasuresofpersonalityandstrengths• Addinformal,qualitativeassessments

Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 2

RIASEC• Realistic• Investigative• Artistic• Social• Enterprising• ConventionalExampleAssessments• StrongInterestInventory• ONETInterestProfiler• Self-DirectedSearchNaturalAbilities/Aptitudes• VisualComparisonSpeed• InductiveReasoning• SequentialReasoning• SpatialVisualization• IdeaGeneration• NumericalReasoningExampleAssessments• YouScience• HighlandsAbilityBattery• JohnsonO’ConnorTheCaseForInterestOnlyAssessments(Traditionalargumentsagainstaptitudeassessment)• Interestspredictjobperformance• Interestandaptitudestendtocorrelate• Interestassessmentsareself-report,subjectiveassessmentsthatpredictoccupationalchoice• Interestassessmentsarecheaper,moreaccessible,andtakelesstimetocompleteTheCaseforAddingAptitudes• Aptitudesidentifynaturalabilities• Expressedinterestsoftencorrelatewithaptitudesbutwhataboutaptitudethathasnocurrent

exposure?• Aptitudeassessmentcanhelpidentifypotentialoccupationsinhighdemandfields• YouScienceisanassessmentthatischeaper,accessible,andtakes3-4hourstocompleteatthe

client’sownpaceCareerguidancebasedsolelyoninterestsurveysislimitedbyastudent’sexposure.Thisisparticularlydamagingtostudentswithalimitedvisionofopportunity-e.g.low-income,minority,female,andruralstudents.

Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 3

AptitudesAlignStudentswithCareers• CutsThroughSocialBias• UncoversTalent• BuildsSelf-efficacy• ValidatedandEvidence-BasedEnhancingEmotionalandSocialWellbeing• Validated:TheGeorgiaGovernor’sOfficeofStudentAchievement(GOSA)conductedathird-

partyanalysisacross51highschools.Resultsconfirmedstatistically-significantpositiveimprovementinallareasmeasured.

• Relevance:IntenttoPersist• Hope:Self-Awareness,Self-Empowerment• Purpose:CareerExploration,CareerDecision-MakingEVIDENCE|AlignsLaborSupplyandDemand

EVIDENCE|UncoversABroader,MoreDiverseTalentPool

Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 4

GENDERRESULTS|Widelyvaryinginterests-EqualAptitude

YoungWomenHaveEqualAptitudesasYoungMenforHigh-DemandCareers

Interest-OnlySurveysDisproportionatelyGuideYoungWomenAwayfromIn-DemandCareers

Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 5

YouScience|WhatStudents/ClientsGet

QuestionsaboutYouScience?

Visitwww.youscience.com/contactCreateYouScienceAdministratorAccount(NoFee)

QuestionsaboutStrongInterestInventory?

Visitwww.themyersbriggscompany.comCreateElevateAccount(AnnualFee)

References**Assouline,M.,&Meir,E.I.(1987).Meta-analysisoftherelationshipbetweencongruenceandwell-beingmeasures.JournalofVocationalBehavior,31,319-332.Einarsdottir,S.,&Rounds,J.(2009).Genderbiasandconstructvalidityinvocationalinterestmeasurement:DifferentialitemfunctioningintheStrongInterestInventory.JournalofVocationalBehavior,74(3),295-307.Fouad,N.A.(2002).Cross-CulturalDifferencesinVocationalInterests:Between-GroupsDifferencesontheStrongInterestInventory.JournalofCounselingPsychology,49(3),283-289.**Hansen,J.C.,&Dik,B.J.(2005).Evidenceof12-yearpredictiveandconcurrentvalidityforSIIOccupationalScalescores.JournalofVocationalBehavior,67,365-378.Harrington,T.,&Long,J.(2013).Thehistoryofinterestinventoriesandcareerassessmentsincareercounseling.TheCareerDevelopmentQuarterly,61,83-92.Metz,A.J.&Jones,Janice.(2013).AbilityandAptitudeAssessmentinCareerCounseling.

Davis,G.(2019).InterestandAptitudesinCareerAssessment:FacilitatingCareerDecision-Making.TexasCounselingAssociationProfessionalGrowthConference,FortWorth,TX 6

Inbook:CareerDevelopmentandCounseling:PuttingTheoryandResearchtoWork,Edition:2nd,Chapter:16,Publisher:JohnWiley&Sons,Editors:SteveBrown,BobLent,pp.449-476 **Nye,C.,Su,R.,Rounds,J.,&Drasgow,F.(2012).Vocationalinterestsandperformance:Aquantitativesummaryofover60yearsofresearch.PerspectivesonPsychologicalScience,7,384-403. Reynolds,C.R.,&Suzuki,L.A.(2013).Biasinpsychologicalassessment:Anempiricalreviewandrecommendations.(pp.82-113).InGraham,J.R.,Naglieri,J.A.,&Weiner,I.B.(Eds.),HandbookofPsychology:AssessmentPsychology.NewYork,NY:Wiley&Sons.**Spokane,A.R.,Meir,E.I.,&Catalano,M.(2000).Person-environmentcongruenceandHolland’stheory:Areviewandreconsideration.JournalofVocationalBehavior,57,137-187.Thurstone,L.L.(1938).Primarymentalabilities.PsychometricMonographs,No.1.Chicago:UniversityofChicagoPress.**VanIddekinge,C.,Roth,P.R.,Putka,D.J.,&Lanivich,S.(2011).Areyouinterested?Ameta-analysisofrelationsbetweenvocationalinterestsandemployeeperformanceandturnover.JournalofAppliedPsychology,96,1167-1194.**Zytowski,D.G.(1974).PredictivevalidityoftheKuderPreferenceRecord,FormB,overa25-yearspan.MeasurementandEvaluationinGuidance,7,122-129.