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Career Discovery
Encyclopedia
Seventh Edition
CDE 7e Vol 1-3.indd 1 7/16/09 9:01:18 AM
EDITORIAL STAFF
EDITORIAL DIRECTOR
Laurie Likoff
EDITOR IN CHIEF
James Chambers
CONTRIBUTOR, “Finding a Career That’s Right for You”
Maurene J. Hinds
MANUSCRIPT EDITORS
Rayna Bailey
Pamela Fehl
Angie Miccinello
PROOFREADING
Vanessa Leahey
INDEXING
Columbia Indexing Group
CDE 7e Vol 1-3.indd 2 7/16/09 9:01:19 AM

Seventh Edition
VOLUME 1
Accountants
Audiologists
Career Discovery
Encyclopedia
e
CDE 7e Vol 1-3.indd 3 7/16/09 9:01:25 AM
Career Discovery Encyclopedia, Seventh Edition
Copyright © 2009 by Infobase Publishing
All rights reserved. No part of this book may be reproduced or utilized in any
form or by any means, electronic or mechanical, including photocopying,
recording, or by any information storage or retrieval systems, without permis-
sion in writing from the publisher. For information contact:
Ferguson
An imprint of Infobase Publishing
132 West 31st Street
New York NY 10001
Library of Congress Cataloging-in-Publication Data
Career discovery encyclopedia.—7th ed.
v. cm.
Includes index.
ISBN-13: 978-0-8160-7931-5 (hardcover : alk. paper)
ISBN-10: 0-8160-7931-5 (hardcover : alk. paper)
1. Vocational guidance—Dictionaries, Juvenile. I. Ferguson Publishing.
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2009003162
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This book is printed on acid-free paper.
CDE 7e Vol 1-3.indd 4 7/16/09 9:01:25 AM

VOLUME 1
Introduction ix
Finding a Career That’s
Right for You: A Guide to
Self-Assessment Tools 1
CAREER CLUSTER ARTICLES
Agriculture, Food, and Natural
Resources 46
Architecture and Construction 48
Arts, Audio-Video Technology,
and Communication 50
Business, Management, and
Administration 52
Education and Training 54
Finance 56
Government and Public
Administration 58
Health Science 61
Hospitality and Tourism 63
Human Services 66

Information Technology 68
Law, Public Safety, and Security 70
Manufacturing 72
Marketing, Sales, and Service 74
Science, Technology,
Engineering, and
Mathematics 77
Transportation, Distribution,
and Logistics 79
CAREER ARTICLES
Accountants 84
Acquisitions Librarians 86
Actors 88
Actuaries 90
Acupuncturists 92
Adult and Vocational
Education Teachers 94
Adult Day Care Coordinators 96
Advanced Practice Nurses 98
Advertising Account
Executives 100
Advertising Sales Workers 102
Aerobics Instructors 104
Aeronautical and Aerospace
Technicians 106
Aerospace Engineers 108
Agribusiness Technicians 110
Agricultural Engineers 112
Agricultural Scientists 114
Aircraft Mechanics 116

Airport Security Personnel 118
Airport Service Workers 120
Air Quality Engineers 122
Air Traffi c Controllers 124
Contents
CDE 7e Vol 1-blues.indd 5 8/28/09 9:38:17 AM

Alcohol and Drug Abuse
Counselors 126
Allergists 128
Ambassadors 130
Amusement Park Workers 132
Anesthesiologists 134
Animal Breeders and Technicians 136
Animal Handlers 138
Animal Shelter Employees 140
Animal Trainers 142
Anthropologists 144
Antiques and Art Dealers 146
Appliance Repairers 148
Appointed and Elected Officials 150
Aquaculturists 152
Aquarists 154
Archaeologists 156
Architects 158
Archivists 160
Aromatherapists 162
Art Directors 164
Art Gallery Workers 166
Artificial Intelligence

(AI) Specialists 168
Artists 170
Asbestos Abatement
Technicians 172
Assessors and Appraisers 174
Astronauts 176
Astronomers 178
Astrophysicists 180
Athletic Directors 182
Athletic Trainers 184
Auctioneers 186
Audiologists 188
Glossary 190

vii
Agriculture, Food, and
Natural Resources
Architecture
and Construction
Arts, Audio-Video
Technology, and
Communication
Business, Management,
and Administration
Education and Training
Finance
Government and Public
Administration
Health Science
Hospitality and Tourism

Human Services
Information Technology
Law, Public Safety, and
Security
Manufacturing
Marketing, Sales, and
Service
Science, Technology,
Engineering, and
Mathematics
Transportation,
Distribution, and Logistics
J
/
q
L
s

u
0
o
y
_
¨
n
X
Career Cluster Icons
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CDE 7e Vol 1-3.indd 8 7/16/09 9:01:38 AM

ix
The eight-volume Career Discovery Encyclo-
pedia helps younger readers to begin learn-
ing and thinking today about their future
careers. Fully revised and in its seventh
edition, the encyclopedia contains more
information and features to help students
in the career exploration process.
Students are encouraged to think of the
act of choosing a career as a discovery pro-
cess with many facets. That process involves
exploring one’s interests, talents, and per-
sonal qualities and matching them to a ca-
reer that uses them to their best advantage.
The career discovery process is a long one,
however. Students in elementary school,
middle school, or early junior high school
are really much too young to commit to a
particular job or career. They can, however,
begin to learn about the wide range of jobs
available to them. They can begin think-
ing about the education and training that
different jobs require. And they can begin
participating in some of the activities that
will help prepare them for future work.
The Career Articles
The Career Discovery Encyclopedia is de-
signed to assist students in this discovery
process by providing basic, easy-to-under-
stand information on more than 700 jobs.

All articles have been fully revised and up-
dated with the latest information from the
U.S. Department of Labor and other sourc-
es, and more than 40 job articles are new
to this edition.
The career articles in this revised edi-
tion of the Career Discovery Encyclopedia
contain several features that can help stu-
dents match their interests to possible ca-
reer paths. The Skills Spotlight sidebar in
each article links the careers to skills and
competencies outlined in the U.S. Depart-
ment of Labor’s SCANS report. The infor-
mation is provided in two sections: “What
They Do” and “Skills They Need,” which
encapsulates the responsibilities and skills,
respectively, that the job entails.
Each article also contains an icon asso-
ciated with one of the U.S. Department of
Education’s 16 Career Clusters. Volume 1
contains an overview of each of the Career
Clusters and the career pathways in each.
After reading these descriptions, students
can further explore their fi eld of interest by
looking for the appropriate Career Cluster
Icons throughout the book.
Each two-page article is divided into
four sections that explain different aspects
Introduction
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Introduction
xx
of the job: what the work is like, what kind
of education and training are required,
what the future prospects for the job are,
and how to explore the career right now
and get more information. A list of related
articles appears on the first page of each
article to encourage students to broaden
their discovery process and point them to-
ward other jobs in the encyclopedia that
may also be of interest to them.
The first section of each article begins
with a heading such as “What Carpenters
Do” or “What Nurse-Midwives Do.” The
purpose of this section is to give students
an idea of what it would be like to work in
the career. This section describes typical re-
sponsibilities, job assignments, and work-
ing conditions. It explains whether the job
is done in a factory or an office, whether
it is done indoors or outdoors, whether it
involves using tools or special equipment,
and what kind of supervision workers can
expect. Where appropriate, this section also
introduces the student to the processes,
principles, or procedures that are involved
with a particular job or career.
The second section, “Education and
Training,” discusses the schooling required

for employment in the job or career—a
high school diploma, training at a junior
college, a college degree, or more. It also
discusses on-the-job training that students
could expect to receive after being hired
and whether or not they must complete an
apprenticeship program. This section brief-
ly describes the types of certification and
licensing that are available (if applicable)
and whether they are voluntary, recom-
mended, or required.
The third section, “Outlook,” discuss-
es the employment outlook for the ca-
reer: whether the total number of people
employed in this career will rise or decline
in the coming years and whether the jobs
in this field will be easy or hard to find.
The predictions made here are based on
the overall trends in the economy, on the
size and makeup of the population, and on
other factors such as foreign competition
and new technology. Readers should keep
in mind that these predictions are educat-
ed guesses: There is no guarantee that the
future will really turn out the way it is de-
scribed here. In addition, students should
keep in mind that the employment out-
look is a general statement about an indus-
try; it does not apply to everyone. A deter-
mined and talented person may be able to

find a job in an industry or career with the
worst kind of outlook. Similarly, a person
without ambition and the proper training
will face difficulty in finding a job in even
a booming industry or career field.
For the most part, outlook information
is obtained from the U.S. Department of
Labor and is supplemented by information
taken from professional associations. Job
growth terms follow those used in the Oc-
cupational Outlook Handbook:
•
growth described
as
“much
faster than
the average” means an increase of 36
percent or more
• growth described as “faster
than the
average” means an increase of 21 to 35
percent
• growth described as “about
as fast as the
average” means an increase of 10 to 20
percent
• growth described as “little
or no change”
or “more slowly than the average” means
an increase of 0 to 9 percent

• “decline” means a decrease
of 1 percent
or more
Introduction
xixi
The last section, “For More Informa-
tion,” tells students how they can gain
more hands-on knowledge and informa-
tion about the career. Typical suggestions
include visiting places of employment,
joining clubs and organizations, taking rel-
evant courses in school, and researching in
libraries. This section ends with a list of ad-
dresses, Web sites, and phone numbers of
organizations that students can contact for
more information.
Each career article also contains a side-
bar that list school subjects that serve as
good preparation for the career, minimum
education level needed, the general salary
range for the career, and outlook.
Self-Assessment
and Other Features
The following section in this volume is
“Finding a Career That’s Right for You: A
Guide to Self-Assessment Tools.” Here stu-
dents can read about the different uses for
and types of career assessment tools, con-
sult and A-to-Z guide of some of the most
popular assessments (as well as contact in-

formation for the organizations that spon-
sor them), and take a sample assessment
based on the Holland Code. A list in this
section links students’ results to articles in
the Career Discovery Encyclopedia.
Each volume of the Career Discovery En-
cyclopedia also includes a glossary and an in-
dex. The glossary gives brief definitions and
explanations of words that relate to educa-
tion, career training, or employment that
students may be unfamiliar with. The index
includes all the job titles mentioned in the
encyclopedia. Some of these titles correspond
to titles of articles, but others are alternative
names for jobs (such as “family practice phy-
sicians” for “general practitioners”) or the
names of specific jobs mentioned within an
article (such as “budget analysts” in the ar-
ticle “Financial Analysts”).
Finally, at the end of Volume 8 there
are four special indexes. The Dictionary of
Occupational Titles Index lists article titles
according to the structure of the DOT. The
Guide for Occupational Exploration Index
lists article titles according to the structure
of the GOE. The National Occupational
Classification Index lists article titles ac-
cording to the structure of Canada’s job
classification system. The Occupational In-
formation Network (O*NET)–Standard Oc-

cupational Classification (SOC) Index lists
article titles according to the structure of
the O*NET–SOC.
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1
Introduction
“What do you want to be when you grow
up?”
Like many young people you’ve prob-
ably heard that question. Some people can
answer right away, but others are not so
sure. People can think that they know what
they want to do but then later change their
mind. It’s hard to pick a career out of thin
air. The good news is that whether you feel
certain or confused, there are many tools
available to help you choose a career that
matches your goals, interests, and person-
ality. They are called self-assessment tests,
and they can give you confi rmation or
“proof” that you are on the right track, or
they can point you toward jobs that you
never thought of or did not know about.
What are your dreams for the future?
These give you clues into what you might
want to do for a living. Do you dream of
being a rock star? If so, continue to pursue
your music interests, but also realize that
your dream hints at other jobs you might
enjoy such as teaching music, writing song

lyrics, or producing albums. Your dreams
are a starting point to exploring careers.
Your motivations, or what inspires you, are
what makes your dreams interesting.
Finding a career may feel like a diffi cult
task, but by starting to look into various ca-
reers now, you will make the process much
easier. Exploring your career possibilities
early can help you choose electives in school
and what direction you should choose after
high school. If you choose to go to college,
your career investigations will help you pick
Finding a Career
That’s Right for You:
A Guide to Self-
Assessment Tools
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Finding a Career That's Right for You
22
the best schools for your needs. They will
also aid you when it comes time to select
a college major and electives. If you want
to start your career right after high school,
your investigations can point you towards
many careers that offer apprenticeship pro-
grams or on-the-job training.
Choosing a career can be fun and ex-
citing! There are many options to choose
from, including some you may not have
heard of before. An early start to your career

search will give you lots of time to research
all sorts of careers. Looking through the oc-
cupations described in the Career Discovery
Encyclopedia is a good way to become fa-
miliar with different jobs. Reading through
all eight volumes, though, would be time
consuming, so it is a good idea to look at
some ways to help narrow your search.
One of the most effective methods is
to use career and self-assessment tests. As-
sessment tests are different ways of looking
at yourself to help you find a good career
match. They are not “tests” in the normal
sense. They consist of many questions,
but there are no right or wrong answers.
These tests help you learn different things
about yourself, your skills, your interests,
and your values. When you put all of these
things together, the results can point you
in a career direction that might be a good
fit for you.
Most assessment tests provide the test-
taker with a list of possibilities. Many also
provide a range of interests or fields, so that
the test-taker can then investigate these
options in more detail. The Career Discovery
Encyclopedia is a great place to start read-
ing about different careers, and after taking
an assessment test (or many tests, which is
recommended), you can find many of your

suggested areas or careers described here.
Read about your likely occupations in the
Career Discovery Encyclopedia to determine
if the job really interests you or sounds like
one that you would enjoy.
This introduction to career and self-as-
sessments and other testing methods will
give you an idea of the different tools you can
use to choose a career. Assessments are only
that, however—tools. No one test or method
can tell you what you should do with your
life. Only you can decide that. Even if you
use the help of a career counselor, that per-
son will serve as a guide. No one can tell you
what career you should choose.
The information provided here is a
starting point for you to develop your ca-
reer search. You will find tips for choosing a
career, sample exercises, and in-depth infor-
mation on a variety of career assessments.
Additional print and online resources are
also included so you can continue explor-
ing your career options. The most impor-
tant thing is to have fun. Learning about
yourself should be enjoyable and so should
be learning more about different careers.
You may find that your ideas about what to
be when you grow up are right on track, or
you may discover the perfect career option
in a job you never knew of before. There are

no “right” or “wrong” answers when look-
ing at career options. Do not let yourself
become stuck. Even if you make a “wrong”
career choice, you can always change your
mind. Most adults change careers or goals
many times throughout their working lives.
This is a process. It is not a final decision.
And remember you are just beginning.
Have fun!
The Four Basic Types of Career
and Self-Assessment Tools
Career assessments are useful guides, and
most have been created and developed
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Finding a Career That's Right for You
33
over many years. As researchers learn more
about human behavior, people who create
assessments use this new information. Us-
ing a variety of tests is the best way to get a
“big picture” of who you are. You can com-
pare the results from each. Do different as-
sessments give you similar information?
Are there careers or fields that appear on all
your results? Do the results feel right?
Most career assessments explore one or
more of four key areas. These include per-
sonality, values, interests, and skills.
PERSONALITY TESTING
Many personality-testing tools are available.

You may have taken some for fun on the In-
ternet or in magazines. They look at differ-
ent personality traits and narrow them down
into a few types. Examples of two types are
introverts and extroverts. Introverts prefer
to have a few close friends, and they enjoy
spending time alone. Extroverts are usually
very social, and they are energized by spend-
ing time with others. Extroverts often have
many friends, while introverts often have a
few, very close friends.
The idea of different personality types
goes far back in human history. Hip-
pocrates, a physician in Ancient Greece,
believed that a person’s physical makeup
had an effect on personality. In the twen-
tieth century the psychologist Carl Jung
came up with the idea of introverts and ex-
troverts. These are just two examples from
the broad history of studying and trying to
understand human personalities. There are
many theories and ideas about personality
types, and so the type of personality traits
used in assessment tests can vary. Some use
more types than others. Some tests might
feel as though they describe you perfectly,
while others seem off. That’s why taking a
few different tests is a good idea, so you can
then look for the similarities among them.
Personality testing is a part of career as-

sessments based on the idea that certain per-
sonality types are drawn to certain careers.
A very outgoing person might enjoy a sales
position that involves contact with many
different people throughout the day. Some-
one who likes to spend time alone might
enjoy a research position that requires a lot
of time reading or conducting experiments.
A person with a lot of energy might prefer
a career outdoors. People who tend to act
or think in certain ways will probably en-
joy jobs that allow them to act or think
like that on a regular basis. For example, a
person who enjoys numbers and facts prob-
ably would not like a job that involves work
based on emotions, just as someone who
likes to make decisions based on emotions
would probably not enjoy crunching num-
bers and data all day long.
Personality tests are only guides. They
do not predict how a person will behave.
Also, as you get older and gain experience,
your personality can change. Experts dis-
agree on when a person’s personality is
“set.” Some say basic personality is in place
by early childhood. Others say personality
is not fully formed until the teenage years.
Keep this in mind when you take person-
ality assessments: Some aspects of your life
may continue to affect some parts of your

personality. Examining your personality
can be a useful place to start looking into
careers, but just because a career is not
listed under your “type” does not mean
that you cannot succeed in that work.
VALUES TESTING
Values are those ideas that identify what
you feel is most important in your life.
When considering a career, values can help
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Finding a Career That's Right for You
44
you determine both the kind of work you
would like to do as well as the working
environment.
There are two kinds of values: intrinsic
and extrinsic. Intrinsic values are those con-
nected to the actual work. Do you want to
do something that helps others? Are you
concerned with how your work will affect
society? Are you focused on what kind of
contribution you want to make? These
questions have to do with intrinsic values.
Extrinsic values concern your physical
working conditions. Do you want to work
indoors or outside? Do you prefer to work
alone or in a group? Are you interested in
something that has long-term potential or
do you like a sense of adventure? Answer
these questions to identify your extrinsic

values.
Values are an important part of career
assessment testing and choosing a career
path. You will spend many hours each week
at work, and you will spend years in your ca-
reer. If you like your work, you will be much
happier in life and will probably be much
more successful. Both intrinsic and extrinsic
values are a big part of job satisfaction.
INTEREST TESTING
Having an interest in your work is impor-
tant if you hope to be happy doing it. So,
what do you enjoy doing? How do you like
to spend your time? While you may not
find a career doing everything you like to
do all the time, the more interested you are
in your work, the better.
Interest tests offer a few choices of
things you might prefer doing. The test
then narrows your choices and provides a
list of your top interests. These assessment
tests assume that people are most happy in
work that they find interesting. That may
sound like common sense, but sometimes
people forget to look at this when picking
a job. Your interests are a great place to
start exploring careers. Your interests may
change over time, but there are probably
common things among the activities you
like to do. For example, someone who likes

crafts might be interested in knitting for a
while and scrapbooking later. Both hobbies
involve creativity and hands-on work. This
person might enjoy an art career. Someone
who likes puzzles and word games likes to
solve problems. This person might enjoy a
career as an engineer.
Career assessments usually group inter-
ests into six main types. These are realistic,
investigative, artistic, social, enterprising, and
conventional. People who have realistic in-
terests enjoy working with objects, plants,
and animals. They might enjoy spending
time outdoors. People with investigative
interests enjoy observing, learning, and
solving problems. Artistic interests include
creating and using the imagination. Social
interests involve activities that help or in-
volve other people. Those with enterprising
interests like to entertain, lead, or motivate
others. People with conventional interests
like to work with information.
Most people have a variety of interests,
but they also tend to have more interests
in one area than another. Assessments that
use interests help the user put his or her
interests in order of preference. How your
interests relate to each other can help you
choose a career path.
SKILL TESTING

Skill testing is the only testing method
where you actually “perform.” These tests
are meant to help you find a career where
you can identify what skills you have, use
your skills, or learn what skills you need to
acquire for your desired career. Remember:
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Finding a Career That's Right for You
55
If you score low in a skill area, it does not
mean that you cannot work in a job that
requires those skills. Many skills can be
learned. Also, many careers require you to
continue improving your skills and learn
new ones. Very few jobs exist where you
will learn something once and then never
have to learn something new after that!
As technology advances workers in al-
most every field must keep up with their
skills. New technology also means new
types of jobs, which means new skills. This
means ongoing education is a part of al-
most any job.
What skills do you possess? Are you
good with numbers? Do you work well
with your hands? Do you have a talent for
public speaking or a knack for computers?
Can you draw or paint well? Are you well
organized or a good athlete? Skills assess-
ments will help you answer questions like

these.
Career and self-assessment tests pro-
vide some ideas about what might be good
career choices for you and help you look at
them through different aspects of your per-
sonality. They do not identify the best job
for you. That is up to you to decide once
you have narrowed down your choices.
Why Assessments Help
Identify Career Options
Assessments help you find good career pos-
sibilities for a number of reasons. One is
that they are based on years of research.
Some tests have been around for many de-
cades. The tests are designed specifically to
match certain aspects of you to a career.
Assessments test different things and then
compare each one to a career. All four main
assessment areas are important in seeking a
good career match.
Too often people take the first job they
get. When you are in a position where you
need to work, this is understandable, but
this method does not take into consider-
ation any parts of who you are. Career ex-
ploration allows you to look at many parts
of yourself, and even if you later need to
work a different kind of job to pay the bills,
you can still reach for your career goals—
because you know what they are.

Career assessments give you direction.
When you feel certain about a career or ca-
reer path, you make better decisions. If you
know your choice early on, you can choose
useful high school elective courses, make
an informed decision about going to col-
lege, and have an easier time choosing a
major. (Keep in mind, however, that many
people do not work in a job directly relat-
ed to their college major.) Having a clear
career path will also help you choose the
right college so that you get the most out
of a big investment of time and money.
You may discover that college is not
for you, and thus save years in school and
thousands of dollars before turning to oth-
er options. There are plenty of alternatives.
Many careers require specialized training
provided in technical or trade schools.
Some career paths may lead you to volun-
teer with the Peace Corps or another orga-
nization before starting a “real” job. Or you
may elect to enter the armed forces. Career
assessments can help make all these deci-
sions easier.
Unlike other forms of testing, career
tests are unique to you. Even if two people
who are very much alike take the same test,
they will have very different results. Think
of an assessment test like a special kind of

mirror. It will help you see things about
yourself that you do not normally notice.
Also remember that, even though the
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Finding a Career That's Right for You
66
results are unique, you still need to decide
if what they indicate is right for you.
To get the most out of these tests it is
important to be honest. Choose each an-
swer based on your feelings. Do not try to
answer the questions the way you think
your friends would answer. Do not answer
the way you think your parents want you
to answer. Draw on your own personality
and answer the way you want to. If you do
not use the test truthfully, the results will
do you no good.
If the idea of taking a test makes you
nervous, consider using different types of
assessment tools that are less like tradi-
tional tests. Take deep breaths when taking
skills or abilities tests. Try to relax. Consider
waiting and taking the test again if you do
not like your results. At this time in your
life you are learning many new things. A
skills test you take now, for example, will
probably not have the same results as one
you take in a few years.
How Assessments Work

All assessment tests have one thing in
common: They help you learn more about
yourself. The better you know yourself, the
better career choices you can make.
Assessments test your personality, in-
terests, values, and skills and then match
the results of this information to pos-
sible career choices. Many tests are based
on research of people who enjoy their
work and the reasons they enjoy it. For
example, people who work in construc-
tion enjoy building things and seeing
the results of their effort. They enjoy
working with their hands and working
with tools. People who provide health
care enjoy working with other people.
They enjoy helping others and provid-
ing a service. Researchers who develop
assessment tests take this kind of informa-
tion and make it useful to people looking
for a career.
There are two kinds of assessments.
The first is a self-directed assessment. This
means that you complete it and review
your results. You do not need a guidance
counselor or career counselor to help, al-
though some people like to discuss their
results with one anyway to get more infor-
mation or advice. The other kind of assess-
ment requires assistance. This assessment is

completed with the help of a professional
who then reviews the results with you. This
section of the Career Discovery Encyclopedia
introduces you to both types.
Many assessments are available online.
Some are free, some have a small fee, and
some are expensive. All of them can be
useful. However, many of the free assess-
ments do not provide much information.
As a student, talk with your school’s guid-
ance counselor. He or she probably has ac-
cess to assessments for free or a very low
fee. Homeschooled students can talk with
the local schools to find out about options.
Career counselors in your area may also
provide services for students, including as-
sessments for a lower fee. Check into all
your options before spending any money
on tests. Although some costs are listed
below with specific assessments, prices do
change, so be sure to check the latest fee
before jumping in.
Different types of assessments test for
different things, so consider doing a few.
Try for at least one assessment in each ma-
jor area: personality, interests, values, and
skills. Doing more than one in each area
allows you to compare results. You will
likely get different feedback from differ-
ent tests. One word of warning: Be careful

not to get stuck in the assessment phase.
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Taking tests is useful, but if you do not
move on to research careers, they do not
do you much good. If you feel stuck, talk
with a guidance counselor or career coun-
selor. They are trained in helping you move
past these problems. They can also help
you make sense of your results. If you feel
that your results are all over the place, talk
with someone who can help.
Career Assessment
Techniques and Tools
All this talk about people being different
may make you wonder about different
tests. Fortunately, there are many to choose
from, ranging from paper-and-pencil tests
to those in electronic form to those that
use a different sort of structure altogether.
Today you can take almost any kind of as-
sessment test online. The good news is that
your options do not stop here.
For those who like to read something
on paper rather than on a screen, paper-
and-pencil tests are a good choice. Even
though technology is popular, this is still a
very familiar way to take a test. The appear-
ance will be similar to standardized tests

you have taken in school. Many answer
sheets for assessment tests are the kind
where you choose an answer and color in
the dot. Some allow you to write directly on
the test. It all depends on what you use.
Many tests have no time limit. Some
require you to fill out the answers as quick-
ly as possible. Some personality tests do
this because it leaves you no time to ana-
lyze or re-think your answer. Often your
first response is the most accurate. Some
skills tests will have a time limit because
it results in a more accurate score. For ex-
ample, someone who is highly skilled in
complex mathematical problems will be
able to do them quickly. Someone who is
less skilled might be able to figure out the
answer if given enough time. The purpose
of the test, however, is to weed out those
who can do it quickly. Without the time
limit, both types of test-takers would wind
up with incorrect results. The person good
at math might show an average score, and
the person weak in this area might show a
higher score. This could lead both people
toward career choices that are not truly a
good match. Of course, most people have
a good idea if they are strong in many skill
areas. Others are not as obvious. Time lim-
its and other rules help make the testing

process fair and accurate.
Scoring methods vary for paper-and-
pencil tests. Some you score yourself and
then look up your results. Others are sent
to a testing center, where your results are
figured and reported back to you. Other
times a guidance counselor will score your
test. This may take a day or two.
Online or computer-based assessments
are similar to paper-and-pencil tests. The
difference is that you take the test using
a computer. If you are comfortable with
computers, this is a great option. If it is
hard for you to use a computer or if you
do not like reading on a screen, consider a
different option.
Some electronic tests provide results
immediately after you are finished. This is
nice if you like to know your results right
away. Others go to a testing center for a for-
mal report. Some tests require you to take
them through a professional. For example,
if you take the complete, registered versions
of the Myers-Briggs Personality Type Indica-
tor (a personality test), a guidance or career
counselor will give you your results. (This is
true of both paper-and-pencil and electron-
ic versions.) One benefit to this is that the
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88
reports are very thorough. Another benefit
is that the counselor can explain any diffi-
cult terms and answer your questions.
There are many free online assessments.
Some are useful and some are not. Be care-
ful before submitting personal information
or spending a lot of money online. Check
with your parents or a teacher or coun-
selor. Use your school’s resources to find
good assessments. Your local library might
also have suggestions. Also see the list of
resources at the end of this section.
Some people dislike the idea of any
sort of traditional test. It does not mat-
ter if it is with paper and pencil or on-
line. There are assessment tools for these
people as well. People who like to hold
things in their hands or who work better
with visually oriented materials may pre-
fer card sorts. In this kind of assessment,
information is listed on a variety of cards
that resemble playing cards. The test-taker
reads the cards, and then organizes them
depending on the test. Some assessments
call for the cards to be placed in order of
“most like me” to “least like me.” Others
have them grouped into areas of interest
or personality.
If this type of test sounds good to you,

talk to your guidance counselor or librar-
ian. Many career professionals have these
kinds of tests, and you may find it much
easier to do your career search this way.
Your guidance counselor may have other
tools as well like career games that provide
a fun way to explore careers. You might be
surprised at the many different ways you
can search for a career.
A Few Tips
As you research assessment tools, keep a
few things in mind. The first is that you
will change over the course of your lifetime.
Your current preferences and priorities are
different from the ones you will have in a
few years—and those will be different from
the ones you will have a few years after
that! People continually change and grow.
Your career can be a part of this process. As
you change, so will your career.
Remember that many people change
careers several times over the course of a
lifetime. What does this have to do with
assessments? Many of them are geared
toward people who are changing careers.
This can affect your results. Some assess-
ment tools assume that the user is current-
ly working and ask about your current job,
what you like about it, and what you do
not. Obviously, if you are beginning your

career search, these questions will not help
you. Look for tests specifically geared to-
ward your stage in life.
Also know that many assessment tools
are written for adults. They may use diffi-
cult words and complicated ideas. Some of
the questions can be confusing. So, again,
seek out assessments designed for students
or the new job seeker.
The results on assessment tests can also
be confusing. Some use technical terms.
Others talk about unfamiliar career ideas.
Again, this is where a guidance counselor
or career counselor can help. If you are un-
sure of what your results mean, ask for help
understanding them. Remember the goal is
for you to have a better knowledge of your-
self. If the results do not make sense to you,
then you miss out. See the references at the
end of this section for more information on
specific assessments and other resources.
Lastly when reviewing the results of
your assessments, be sure to look at those
careers at both the top and bottom of your
results. You need to know what careers are
most likely a good match for you, but it is
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just as important to look at those careers

that are not a good match. If your negative
results seem accurate, then you know that
the careers listed as matches are probably
also accurate. Plus it can be very useful to
have a good idea of what you do not want
to do to eliminate options. If you feel stuck,
try using this approach and make a list of
what you know you do not want to do to
help you move forward.
Other Resources
Take advantage of all the resources available
to you. For example, guidance counselors
have experience helping students plan for
the future. This person does more than ad-
vise you about school problems. He or she
is trained to help you make the best choices
you can in other aspects of your life too.
Your school’s counselor should also
have resources available for you and can
provide access to information that is hard
for you to find on your own. A counselor
should also have assessment tools that you
can use for free or for a very low cost. These
same assessments might cost a lot more if
you try to do them on your own. The as-
sessments available to a counselor are also
oftentimes much more in-depth than the
ones found in books and online.
As you start on a path toward your ca-
reer goals, a guidance counselor can help

you choose classes and activities to give
you an advantage for life after high school,
whether you go to college, seek vocational
training, enter the workforce, or follow an-
other path. The classes you take now can
make those transitions easier. If you do
plan to go to college, your guidance coun-
selor can help you with the application
process. Researching and choosing schools
can be overwhelming, and your choice of
college can influence your career options.
This does not mean that you cannot follow
your dream career if you go to the “wrong”
college or get the “wrong” degree, but some
careful planning can help you reach your
dream career easier.
You will, of course, need to do a lot of
the work yourself. Your guidance counselor
serves many students. However, this does
not mean that you should skip using this
valuable resource! The earlier you meet
with a guidance counselor, the easier your
career planning process will be.
If your school does not have a coun-
selor or you feel that he or she is too busy,
you might be interested in other options.
There are other types of professionals who
can help you. Career counselors and ca-
reer coaches both assist people who want
help in choosing a career. They may own

their own business, work for a private job
placement agency or a public one, such as
the Job Service, or work for a college or
university. If you live near a local college
or university, contact them to see if they
have career planning services. Some will
work with you even though you are not
a student. They might charge a fee, but it
is likely to be lower than that charged by
counselors who work in a private practice.
Look in the phone book yellow pages as
well.
What is the difference between a career
counselor and a career coach? It’s important
to know this when choosing to work with
someone. A career counselor has at least a
four-year degree in psychology, counseling,
or career counseling. Career coaches might
have a four-year degree, but it is not in
counseling. Most career coaches have some
type of certification in career coaching.
When considering a professional, find out
about their educational background and
certifications. Just as with school guidance
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counselors, career coaches and counselors
have access to many assessment resources,
and they can help you understand your

results. Their fees vary depending on their
services.
No matter what type of person helps
you, remember that your career decisions
are up to you. Other people can help you
find tools and resources. They can help
you understand the results of assessments.
They can offer advice and guidance. What
you do with that information and the final
choices you make are yours.
Types of Assessments:
An A-to-Z Guide
This section covers some of the most com-
mon assessment tools and sample tests. It
is not a complete list. You may or may not
use or see some of these tests elsewhere.
Many ideas and terms are used in more
than one assessment, and once you are
familiar with these ideas, it will be easier
to work with various career tools. You may
hear a teacher or guidance counselor talk
about some of these ideas. After reading
this section, you can find information on
how to find a specific tool in the resources
list following the conclusion.
BIRKMAN METHOD
Roger Birkman developed the Birkman
Method in 1951. It is a series of questions
designed to determine the user’s usual
behavior and motivations. The questions

are true/false and cover how a person views
himself or herself and others. They are
grouped to give information in five areas.
•
Usual
Behavior:
This
refers to how a
person normally behaves. It includes
how a person acts in relationships and
when doing tasks.
• Underlying Needs: This
is how a person
thinks that relationships and social
situations should be.
• Stress Behaviors: This
part of the
assessment shows a person’s methods
that do not work in relationships. It also
shows how a person acts when his or her
needs are not met.
•
Interests: This part
shows a person his
or her work interests. It is based on both
interest and expected earnings.
•
Organizational Focus: This
is how a
person views problems and solutions as

well as the goals of a group.
Ongoing research is a big part of the
Birkman Method. As more people take
the assessment and researchers learn more
about human behavior, this information is
applied to the Birkman Method.
When taking the Birkman Method
assessment, you must contact someone
who is qualified to go over the results.
Your school’s guidance counselor may
be a consultant or may know one. If not,
he or she can help you locate one if you
wish to use this tool. This person can also
help you use the results for a specific goal,
such as career exploration. The test can
be taken online or through a consultant,
and it takes about 30 minutes to complete.
When taken online, reports are available
immediately. There are also paper-and-
pencil versions available through a Birk-
man Method consultant.
For more information on the Birkman
method, visit Birkman International Inc. at
. Additional in-
formation is available through Career Lab
at />birkman.htm. This site also has sample
pages of a Birkman Method report that you
can review.
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1111
CAMPBELL INTEREST
AND SKILL SURVEY (CISS)
David Campbell, Ph.D., created the Camp-
bell Interest and Skill Survey (CISS). It is
available through Pearson Assessments
().
This tool is geared toward people who are
planning to attend college because it focus-
es mostly on careers that require a college
degree. If you are sure that you want to go
to college, this might be a good test. If you
already know you want a career that does
not require a college degree, other assess-
ments are a better choice.
The Campbell assessment shows a per-
son’s attraction to different careers. This as-
sessment is different from some others in
that it also measures a person’s confidence
in areas related to different careers. For ex-
ample, this assessment might help some-
one determine that a career in accounting
might be a good choice. It would also help
that person understand if she or he feels
confident about working with numbers
and doing calculations.
The assessment is based on seven ori-
entation scales:
•
Influencing, which includes

careers in
leadership, law, politics, public speaking,
sales, advertising, and marketing.
•
Organizing, which involves
careers in
supervision, financial services, and office
practices.
•
Helping, which includes
careers in adult
and child development, counseling,
religious activities, and medicine.
•
Creating, which includes
careers in
art, design, performing arts, writing,
international activities, fashion, and
culinary arts.
•
Analyzing, which involves
mathematics
and science.
• Producing, which includes careers in
mechanical crafts, woodworking, farming,
forestry, plants and gardens, and animal
care.
•
Adventuring, which involves
careers in

athletics, physical fitness, military, law
enforcement, risk-taking, and adventure.
The test is available through many ca-
reer counselors, who can also help you un-
derstand the results. It is also online through
the Pearson Web site for a fee. The results
show you four interest areas: those to pur-
sue, those to develop, those to explore, and
those to avoid. As with many other assess-
ment tests, knowing what to avoid is just as
important as knowing what to pursue. The
results also list specific careers for each of
the seven areas. For each of these jobs, the
report gives the user’s interest level and if it
is an area to pursue. Lastly, the report lists
job titles for the user’s three highest areas of
interest. You can then research the specific
job titles.
For more information on the Camp-
bell Interest and Skill Summary, visit the
Advisor Team and CISS site at http://www.
keirseycampbell.com/about_ciss.html.
This site provides information about the
Campbell Interest and Skill Survey and
has links to take the assessment for a fee.
Check with your guidance counselor as
well.
DISC ASSESSMENT
DISC assessments are based on work done
by psychologist William Moulton Marston

in 1928. The test assesses personality and
behavior. It provides you with an overview
of your preferred work style. This informa-
tion can help you determine if your style
matches a potential career choice. If there
is a difference between how you like to
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