Dawn Rosenberg McKay Updated October 21, What is your favorite thing to do on a day at the beach: surf or lie around reading? In your day off from work, would you choose to build a bookshelf or balance your checkbook? Do you prefer to work on a project independently or as part of a team? There are no right or wrong answers to these questions. Your responses merely indicate your interests—which leisure activities are enjoyable and which are not, what tasks you like to do and which ones you avoid, and how you prefer to perform your job.

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The Kuder Preference Record was different from the other vocational assessments of the day in that it asked respondents to indicate their preferences for everyday activities rather than their occupational preferences. The version became the standard career assessment used to assist World War II veterans with their educational planning under the GI Bill. The next generation of Kuder career interest assessments began in , with the Kuder Occupational Interest Survey.

This version contained 10 interest scales and provided test takers with scores that indicated their similarity to workers in occupations and 40 college majors. In the late s, the latest version of Kuder brought the most change to the assessment since its conception. The name of the interest assessment was changed to the Kuder Career Search with Person Match, and the approach to matching test takers with employed others also changed.

From the Kuder Web site, individual or group test takers can obtain and print their assessment results in seconds. Yet another innovation is the Kuder Electronic Career Portfolio, which offers the option of loading results from the Kuder assessments, along with the demographic information and resumes required by most prospective employers. Results on each cluster are depicted on the profile in a bar graph format from highest similarity to lowest.

The second section of the KCS assists individuals in exploring careers by educational levels, making it possible for the test taker to consider exploration of careers requiring post-high school training through college degrees. The third and newest section, Person Match, is based on a matching system first introduced by Kuder in as person-to-people matching. This approach matches individuals to people in jobs, rather than the traditional approach of matching people to job titles.

The Person Match scale is depicted as a list of the top matches. As the test taker clicks the mouse on each person in the list, they obtain a mini-autobiography written by that individual. Donald Zytowski, principal KCS researcher and developer, suggested explaining these matches to clients by stating that each identified match has preferences highly similar to their own preferences and that those listed as person matches may be in a variety of jobs or occupations worth further exploration.

The actual job titles of the top person matches may not immediately appeal to the test taker, but the similarities may be found in the details contained in the autobiographical sketches. The mini-autobiographies easily lend themselves to the use of stories during the assessment interpretation process.

In , Mark Savickas explained that twenty-first-century career counseling will be about stories, not scores, and the Person Match scale of the KCS can help clients with the formation of their own career stories. The variety of job titles represented by the person matches also promotes the notion of multipotentiality, or the idea that all workers have the potential for job satisfaction in many work environments. The results of the Kuder Skills Assessment and the Kuder Career Search with Person Match can be depicted on a combined profile for comparison of skill and interest levels.

Online career exploration is facilitated via links to middle school, high school, college, and adult levels of the Kuder College and Career Planning site. The test taker has all the materials of a career resource library available online. Results are listed in order of preference. A definition of each value is provided. Results from the three Kuder assessments are available to administrators such as the school counselor, career counselor, or advisor in an administrative database.

The database can be arranged in a variety of useful ways, such as by name, age, gender, or Kuder Career Cluster. Administrators can easily identify groups of test takers for special programs, guest speakers, college visits, or career guidance sessions. These recent innovations have made the Kuder career assessments readily accessible to administrators and test takers all around the world. Donald Zytowski has published extensively on the various versions of the Kuder interest assessments.

References: Diamond, E. Watkins Jr. Hillsdale, NJ: Lawrence Erlbaum. Kuder, F. MacCluskie, K. Thousand Oaks, CA: Sage. Savickas, M. Zytowski, D. Savickas and A.


Technical Briefs

Giving you confidence with reliable assessments. Technical Briefs Our assessments are regarded as best-in-class for their validity and reliability. To download a technical brief free of charge, click on the title or button below. The aim of the KCIA-L is to determine the relative level of interest a respondent has in each of the six Holland areas of interests. To ensure that KCIA-L scores continue to reliably and validly reflect interests in the six Holland areas, with efficiency and without bias, a number of psychometric research and development activities were undertaken in and concluded in January These activities involved the use of a focus groups and think-aloud protocols to collect direct and indirect feedback, respectively, from U. To ensure that the KSCA scores reliably and validly reflect self-efficacy in the six Holland areas, with efficiency and without bias, a number of psychometric research and development activities were undertaken.


Kuder Career Assessments

This psychology -related article is a stub. It is also important to have accurate interoperation of the scores. Uses of Test Scores Test scores provide inteerst for clients or students about their college major, career and occupational interests. Mooney used the Survey to discriminate between the vocational preferences of high school females. A male sjrvey show high scores on both the mechanical and the social service scales. If a company is downsizing, the survey can be used to help displaced workers find new, satisfactory positions.




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