Loading presentation...

Present Remotely

Send the link below via email or IM


Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.


Strong Interest Inventory Presentation

No description

Andrew Knoblich

on 16 September 2013

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Strong Interest Inventory Presentation

Artistic people like:
Expressing their individuality
Writing/composing/performing Designing
Working independently
Artistic environments are:
Unstructured An Assessment of Personalities and Work Environments GS Consultants, 2006. All rights reserved.
Strong Interest Inventory is a registered trademark of CPP, Inc. The Strong Interest Inventory® Measures interests, NOT abilities
Does NOT tell you what you should be
Intended to expand your options
Interests are only one factor in career exploration
Most jobs are NOT listed on the Strong
There are places for all six RIASEC codes in every organization
No RIASEC code is better than any other Assumptions Underlying the Strong Interest Inventory Based on John Holland’s theory of vocational psychology.
There are six basic personality types.
There are six corresponding types of work environments.
Most people and work environments are combinations of more than one type. The RIASEC Theory The “Doers”
The “Thinkers”
The “Creators”
The “Helpers”
The “Persuaders”
The “Organizers” REALISTIC
CONVENTIONAL The RIASEC Categories Career Motivator: using physical Skill Investigative—The “Thinkers” Career Motivator: analyzing Investigative people like:
Conducting research
Solving complex problems
Theoretical models New ideas
Working independently
Investigative environments are:
Unstructured Realistic people like:
Using tools Heavy equipment
The outdoors Building things
Realistic environments are:
Clear in lines of authority Realistic—The “Doers” Artistic—The “Creators” Career Motivator: expressing creativity Social—The “Helpers” Career Motivator: helping others Social people like:
Working collaboratively
Social environments are:
Cooperative Idealistic
Relationship-based Enterprising—The “Persuaders” Career Motivator: persuading and influencing Enterprising people like:
Debating ideas
Managing people & projects
Taking risks
Discussing business
Enterprising environments are:
Profit-oriented Conventional—The “Organizers” Career Motivator: organizing Conventional people like:
Organizing information
Writing reports
Operating computers
Managing data
Making charts & graphs
Conventional environments are:
Hierarchical Your interests are compared to . . .
People in general
Workers in various occupations
Highest scales represent your RIASEC code. The Strong Scales Occupational Scales--Like your address (Russell Hall) Basic Interest Scales--Like the City in which you live
(Athens, GA) General Occupational Themes--
Like the State in which you live
(GEORGIA) Personal Style Scales--The Way you
decorate your living space RIASEC Activity Your Strong Results Strong Profile—Page 1
How Your Results are Organized Strong Profile—Page 2
Theme Descriptions Your Themes are rank ordered compared to your gender.
Scores compare you to both males and females. Prioritized Themes Themes that look out of order: Note that Themes are rank ordered by interpretive comment. Very High-High-Moderate, etc. compare him with other men. The Basic Interest Scales narrow the Themes into very specific interest areas. Strong Profile—Page 3
The Basic Interest Scales Strong Profile—Page 4
The Occupational Scales Strong Profile—Pages 5-7
The Occupational Scales Rank ordered by your Themes.
The longer the bar, the greater your similarity to workers in the occupation. Occupational Scale Scores Don’t pay too much attention to specific job titles.
Find the Themes with the most scores 40 and higher.
You would probably like working in environments that are coded the way these occupations are. Interpreting the Occupational Scales Scores >54 usually identify with descriptors on the right.
Scores <46 usually identify with descriptors on the left. Strong Profile—Page 8
The Personal Style Scales Strong Profile—Page 9
Profile Summary Strong Profile—Page 9
Response Summary College Profile College Profile Page 4 http://www.career.uga.edu/STUDENTS/careeradviceadditionalresources.html
O*Net http://online.onetcenter.org
Click Find Occupations.
Occupational Outlook Handbook
Check out the Career Center Library.
Conduct informational interviews, investigate internship/externships, volunteer, or get involved.
Consider work activities, skills needed, education required, and outlook/salary! Next Steps Page 1 Page 2 Page 3
Full transcript