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Introduction Page 1 of 13

Congratulations Michael,

You've taken an important step toward finding a career that’s right for you. This free report is based on your answers to LiveCareer?'s Career Directions Inventory (CDI). The CDI measures career interests and is one of the most advanced, scientifically-based tests of its kind.

This report contains:

   1. Assessment – Overview
   2. Interests – What You Like/Dislike
   3. Understanding Your Highest Interest Scores
   4. Administrative Scores
   5. Personality – What Makes You Unique
   6. Your Workplace Fit Graph
   7. Values – What’s Important To You
   8. Knowledge, Skills and Abilities – What You’re Good At
   9. Where Do You Go From Here 10. Preview of Matching Careers and Educational Areas 

We hope that you enjoy this free sample report and that the insight it provides will make a big contribution to your career decision-making process.

Assessment - An Overview Page 2 of 13

When it comes to making career and educational decisions, it’s helpful to get a clear picture of who you are and what you want at this stage of your life. That’s why assessment is the starting point of any career planning process.

Assessment examines 4 aspects that make up who you are:

* Interests – What You Like/Dislike * Personality – What Makes You Unique * Values – What’s Important To You * Knowledge, Skills And Abilities – What You’re Good At

This report provides you with personalized profiles and interpretations of your interests and work personality based on your test responses. It also includes detailed information about values and knowledge skills and abilities. At the conclusion, you’ll be able to apply what you’ve learned about yourself and choose career options that are right for you.

Key Questions:

* Who are you? * Where are you now? * What do you want out of a career?

Page 3 of 13

People with interests that match their career tend to be happier at work, more self-confident and have the “staying power” to obtain the jewels of their chosen profession. This assessment is based on people’s patterns of interest across different careers. Your scores indicate how your interests in various work activities compare to the interests of other people.

Your Basic Interest Profile

Introduction to your Basic Interest Scale profile

Your Basic Interest Scores presented below measure your level of interest in 15 different areas. The first 12 scores measure your occupational interests. The next 3 scores are “work styles” that measure your attitudes towards certain common aspects of work. Click on the score names to see the definitions.

Each Basic Interest score is displayed as a percentile. For example, a score of 80% means you scored higher in this Basic Interest than 80 percent of people (more info). Occupational Interests Percentile Profile Scale Percentile

Administration 3 Art 89 Clerical 2 Food Service 73 Health Service 79 Industrial Art 45 Outdoors 58 Personal Service 85 Sales 4 Science 85 Teaching / Social Service 90 Writing 87

Work Styles

Introduction to your Basic Interest Scale profile

Percentile scores on the following three work styles show your interest in being assertive, persuasive, and systematic (being organized and completing things step-by-step). These three styles are required across many different occupations. Your scores on them can lead you to consider a whole range of occupations and identify many that you should avoid. Percentile Profile Scale Percentile

Assertive 54 Persuasive 17 Systematic 1

Next we will examine your highest and lowest scores more thoroughly. This will enable you to start developing some thoughts about your current or future occupation.

Page 4 of 13

Scores higher than 70 are a great place to start when considering your career or educational options. These high scores indicate areas of greater interest than a majority of the general public.

Percentile Profile Scale Percentile

Teaching / Social Service 90 Art 89 Writing 87 Personal Service 85 Science 85 Health Service 79 Food Service 73 Outdoors 58

Your highest score was on Teaching / Social Service, which means that you enjoy instructing people in learning new things, helping people solve problems, and assisting others. You also scored highly on Art, indicating that you have a special appreciation for the arts, and enjoy participating in them. This may involve performing on stage, creating visual artwork, or other means of artistic expression. Your high score on the Writing scale means that you enjoy creative or technical writing. You are also likely to be interested in a broad range subjects, so finding occupations that allow you to exercise these interests would lead to higher work satisfaction for you.

Page 5 of 13

Scores below 30 are considered “low scores” and are just as important as high scores. Low scores do not necessarily mean you lack skill in these areas; rather they indicate a lack of interest or dislike for certain activities. You will be happier if you avoid professions that require you to perform tasks for which you have little interest. Understanding what jobs to avoid can save you time and prevent costly career or educational mistakes. Percentile Profile Scale Percentile

Systematic 1 Clerical 2 Administration 3 Sales 4 Persuasive 17 Industrial Art 45 Assertive 54

Your lowest score was on Systematic. You dislike routine assignments in which order and persistent, steady effort are required. Job security is not so important to you. Plus, you can tolerate frequent schedule changes and situations in which you must make quick decisions. You also showed low interest in Clerical, so you’re likely to be unsatisfied doing routine office work that involves filing, record-keeping, word processing, operating office machines, attending to details, and other repetitive office tasks. Finally, your low score on Administration means you’re likely to be unsatisfied in careers where the primary are organizing the financial or day-to-day operations of a business or institution, supervising the activities of others, planning work schedules, and maintaining records.

For a more comprehensive interpretation of your Interests you need to take into consideration:

* The whole configuration of your Basic Interest scores in conjunction with other profiles presented in this report * Your biographical and academic information * Data derived from other tests you’ve taken or would like to take * Your personality, values and knowledge, skills and abilities

Administrative Scores Page 6 of 13

The LiveCareer? Test uses advanced statistical techniques that analyze your responses to identify whether your answers were consistent and to ensure that they don’t contain any unusual patterns. The following scores show how much confidence can be placed in your test results.

Infrequency Score: Normal Inconsistency Score: Normal

Your administrative indices are within normal limits, indicating that you were purposeful and consistent in responding to the test.

In the next section, your Workplace Fit Analysis identifies your work personality and the work environments that are best suited to you.

Personality – What Makes You Unique Page 7 of 13 The next piece of the puzzle, Personality, is a fascinating and complex area of assessment. People take personality tests to learn more about themselves and to find their “type”. Popular assessments include the Myers Briggs Type Indicator (MBTI) and the 16 Personality Factors (16PF) test.

Understanding your personality is also helpful in career planning. For example, an introverted person is unlikely to be successful in sales. This test assesses your personality in terms of your workplace fit. Your workplace fit profile will give you insight about your work style and preferences and help identify the work environments that suit you best.

Workplace Fit - Introduction

Holland’s Theory

John Holland* developed a widely-accepted theory that has been used in career counseling since the 1970's. According to his RIASEC theory, there are six different approaches to the world of work. Since Holland conducted his work, our economy has transitioned from a manufacturing-based economy that existed in the 70s to a service-based economy that exists now. LiveCareer? has added a seventh approach to the world of work to reflect aspects of the service-based economy. It describes individuals who enjoy people, like variety, and work in the fields of hospitality, travel, and personal care. We have labeled this new approach "Attentive (Servers)". The full seven approaches are listed below: Realistic (Doers) Investigative (Thinkers) Artistic (Creators) Social (Helpers) Enterprising (Persuaders) Conventional (Organizers) T – Attentive – (Servers)

How happy you feel at work largely depends on how well your approach to work fits with your work environment. Research has shown that people with similar work preferences are attracted to each other and create work environments that are most compatible with their own personality types. For example, Artistic people tend to “flock together” and develop work environments that encourage free expression and creativity.

Detailed definitions and your workplace fit graph appear on the next page.

*John L. Holland, PhD? and Gary D. Gottfredson, PhD?, Dictionary of Holland Occupational Codes, 3rd Edition, 1996, Psychological Assessment Resources, Inc.

Your Workplace Fit Graph Page 8 of 13

Your workplace fit results can be viewed as a graph. Just as each of us is unique, every graph is a one-of-a-kind snapshot of your individual set of preferences. Keep in mind that everyone scores high in some areas and low in others. High or low scores aren’t good or bad, they simply illustrate your compatibility with different work environments. No one scores equally high on all 7 scales (nor would you want to).

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Definitions

Investigative (Thinkers) - Your Score: High Investigative types enjoy the challenge of problem solving in mathematics, technology, and sciences, and the abstract and practical ideas related to these areas. Applied science, such as engineering, technology or computer science may also be of interest to them. They can be technically creative. Artistic (Creators) - Your Score: High Artistic types are often thought of as original and creative by others. Such people enjoy expressing themselves in artistic ways such as acting, dancing, creating music or visual art, or by expressing their ideas either through discussion or debate. Social (Helpers) - Your Score: High Social types are interested in helping to keep others emotionally or physically healthy, or in teaching others. They enjoy giving advice and working directly with people, either in groups or individually. Attentive (Servers) - Your Score: Med Attentive types enjoy helping others, serving others' personal needs and looking after the comfort and well-being of others. They are happy in jobs requiring sociability, politeness, patience and a happy disposition. Realistic (Doers) - Your Score: Med Realistic types like physical activity, working with their hands, and are mechanically-inclined. They enjoy working outdoors and do not mind physical risks on the job. Enterprising (Persuaders) - Your Score: Low Enterprising types are people-oriented. They like to talk to, influence and persuade others. They are confident, adventurous, assertive and show leadership. Conventional (Organizers) - Your Score: Low Conventional types enjoy supervising others in jobs where rules and tasks are well defined. They show careful attention to detail, are organized, follow instructions well and prefer jobs where their daily duties are regular and fixed.

Page 9 of 13

You’ve taken a closer look at your interests and personality, which are important steps, but those are just two pieces of the puzzle. Now, you need to look at your values and the knowledge, skills and abilities you have to offer.

Values - What’s Important To You

Understanding what you want out of life can help you to make trade-offs when it comes to your job. By now, you probably have a long list of things you’re looking for in a job—short commute, flexible hours, great people to work with, just to name a few. How you prioritize this list can tell you a lot about what you value in a career and in life.

People who are internally motivated by their career care most about the intangible benefits it brings. For example, they enjoy the sense of achievement they get from a job well done. These values are called, Intrinsic Values. Whereas Extrinsic values are values such as a high salary, recognition or a prestigious title.

Intrinsic Values

Achievement Challenge Competition Excellence Knowledge Using Your Abilities Work Mastery

Independence Aesthetics – Beauty Autonomy Creativity - Self Expression Ownership Risk - Adventure Setting Your Own Schedule

Relationships Community Contact with Public Coworkers Helping Others Social Interaction Your Supervision

Extrinsic Values

Recognition Advancement Fame Leadership Power - Authority Prestige - Status Respect

Support Company Policies Employee Benefits & Perks Job Security Paid Vacation Stability Supportive Supervisor

Working Conditions Comfort - Low Stress Compensation – Pay/Salary Flexibility - Hours Short Commute - Travel Variety - Change Work Environment

Whether you are motivated by intrinsic values, extrinsic values, or a combination of both, it’s how well your job matches up against your values that helps to determine how satisfied you are.

Knowledge, Skills and Abilities – What You’re Good At Page 10 of 13

Being great at what you do can be very satisfying. Yet many people find themselves working in a career where their natural talents go to waste. For one reason or another, there’s a mismatch between their Knowledge, Skills and Abilities (KSA’s) and their job duties.

KSA’s represent the capabilities that you bring to a career. They can be defined simply as what you know, what you’re capable of doing, and what comes naturally to you. In job descriptions, you’ve seen them as qualifications or requirements. Years of experience, competencies, degrees and credentials are various ways that capture the KSA’s for a specific position.

Here are two examples that list some of the KSA’s needed for particular jobs. Your own KSA’s differ from what appears below.

EXAMPLES

Dental Assistant KSA's

* Knowledge of dental terminology, anatomy, and charting * Completion of an accredited dental assistant program * Experience with radiology procedures * Strong customer service and interpersonal skills

Marketing Manager KSA’s

* 4-year degree in Marketing, Business Administration or Communications * Demonstrated skill in management and supervisory functions * Experience developing contracts, proposals and customer presentations * Ability to anticipate issues, proactively prevent or resolve problems * Proficient in MS Office

To identify your own unique combination of KSA’s think broadly about your capabilities. KSA’s aren’t just what you learn in school. They also include practical aspects like being able to work with people, having good judgment or working with your hands.

In addition to your obvious talents you may also have hidden talents. Find out what your managers, peers, friends and family appreciate most about you. Don’t overlook things that come easily to you as these often point to strengths you can leverage.

If you are looking ahead at potential jobs, it’s helpful to talk to people working in the field to find out what’s most important. With this information in hand, compare your KSA’s to the job requirements. This will allow you to identify which KSA’s you already have and which ones you need to develop.

Where Do You Go From Here Page 11 of 13

Congratulations Michael, you’ve got a much clearer picture of who you are, what you want, and where you are today. You’ve learned about your career interests and work personality and compared them to people employed in a variety of industries. You’ve also started to think about your values and the knowledge skills and abilities you have to offer.

Now that you’ve accomplished the goals of self assessment, you’re ready for the next stages:

* Exploration - What Your Options Are, Where You Want To Be * Planning - How You’re Going To Get There * Action - Doing It and Getting There * Experience - Learning and Achieving

The reality is you’ll go through this career development cycle several times throughout your life. After you’ve reached a career or educational milestone, you’ll find yourself back at the first step, analyzing your current situation.

-- TWikiAdminGroup - 14 Jul 2007
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