Career Fit

Design career test – see this page

Careers Change

Look to the future 

While there is stigma attached to dismissal, unlike redundancy, it happens more often than you might think.  Whatever the reasons, and however upsetting the circumstances, it is possible to survive and find new employment. If you’re fired after a series of warnings, poor performance or gross misconduct, you’re likely to know the reason why. Many, many people have been fired without being told the reason why – particularly during recessions. If you know the reasons for your dismissal it may be possible to learn something from the experience, but either way, try not to let it knock your confidence.

Manage your exit
A ranting email to the entire department isn’t advised, but there’s no reason you can’t quietly communicate your departure to colleagues and select clients. Your soon to be ex-colleagues could be useful contacts for your next role and may even provide you with a reference, so leave on good terms whenever possible.

What to say at interview
It may be tempting to fudge the issue of your dismissal on your CV, application forms and at interview – but honesty is the best policy.

Finding your next job
If you’re finding it hard to secure a permanent job, temporary work may the answer.
This will give you a new reference, another role to discuss at interview and will keep you motivated. Plus, temp agencies are less likely to be worried about why you left your last role.

HOLLAND Preferences

Firstly, occupational preferences refer to the individual interests and motivation — what the person really enjoys doing is matched with what the job actually involves and what the person will spend the majority of time doing.

Secondly, occupational preferences are matched with what the job actually involves and what the person will spend the majority of time doing. The most known theory is that of Holland (1985).

Holland’s suggested matching between six major types of personality and occupations:

  • Realistic: an outdoor type. Prefers physical, mechanical and systematic jobs. E.g., toolmaker, mechanic.
  • Investigative: analytical and curious jobs. E.g., research, chemist, physical scientist.
  • Artistic: imaginative type. Prefers expressive and non-conforming jobs. E.g., designer.
  • Social: training and helping jobs. E.g., social-worker, teacher, personnel.
  • Enterprising: goal directed and socially manipulative jobs. E.g., managerial.
  • Conventional: data and information manipulative jobs. E.g., clerical, accountancy.


HOLLAND Preferences Part II

Holland suggests that a person should be described in terms of three types that resemble them most, and the order in which these three traits appear. This ends up with twenty-four personality types. For example, an ESI type is described best as enterprising, with strong social tendencies and minor intellectual tendencies. A typical career for an ESI person is a manager of retail store.

The six types can be represented in a hexagonal model. The six categories are ordered so that those with highest correlations are adjutant to each other; the correlations of pairs of categories opposite each other, are generally the lowest.

A large volume of research examined Holland’s theory. Although there is strong support to its psychometric model, the theory predictions of choice and change in the real world remain in doubt. There is strong evidence that vocational choices are related to personality profiles; furthermore, there is also evidence that matching is correlated with satisfaction and success. Yet, some researchers suggested that the strong association between personality and career choice is an artefact of the occupational choice measures. Most of the studies used questionnaires to measure occupational choice, rather than examining actual occupational choice. When the actual choice was used, the support to the theory was less certain.


HOLLAND Preferences Part II I

The most common and comprehensive occupational preference test is the Strong Vocational Interest Blank (SVIB); other popular test is the Kuder Preference Record (KPR). The SVIB contains 399 items and provides three sets of scores. First, it provides scores on 22 basic interest scales, such as: public speaking, law politics, business management, sales, teaching, music, and adventure. Second, it provides scores on 45 occupational scales, such as dentist, architect, army officer, carpenter, personnel manager, librarian, accountant and sales manager. Finally, it provides scores on 8 non-occupational scales, such as academic achievement, managerial orientation and occupational level.

The SVIB is probably the best occupational preference test due to the vast information it provides. The consultant needs to send the results to the SVIB centre to get a plot of the results. An easier to score test that is very useful as well is the KPR. Unlike the SVIB it doesn’t have specific occupational scales, but rather have working areas and activities scales.