Deck 9: Assessment in Career Counseling

Question 1

The Personal Styles scales of the Strong Interest Inventory:

A)are validity checks of the profile.
B)indicate personality styles using Holland's six personality types.
C)are a subdivision of the six General Occupational Scales.
D)measure preferences in working, learning, leading, making decisions, and participating on teams

Answer 1

measure preferences in working, learning, leading, making decisions, and participating on teams

Question 2

The most appropriate interest inventory for a young adult not interested in a college education would be the:

A)Strong Interest Inventory (SII)
B)Career Assessment Inventory-Vocational Version (CAI-VV)
C)Technical-Trade Interest Inventory (TTII)
D)ONET Ability Profiler

Answer 2

Career Assessment Inventory-Vocational Version (CAI-VV)

Question 3

One of the strengths of the Strong Interest Inventory is it:

A)was initially designed for use with individuals from diverse ethnic backgrounds.
B)compares the individual's interests to the interests of individuals working in different occupations.
C)incorporates values and skills assessment in its assessment of career interests.
D)can be scored and interpreted by the client very easily and quickly.

Answer 3

compares the individual's interests to the interests of individuals working in different occupations.

Question 4

The Strong Interest Inventory assesses:

A)what clients are good at.
B)the types of jobs in which clients might be successful.
C)clients' likes and interests.
D)clients' job effectiveness.

Question 5

In comparison to the Strong Interest Inventory (SII), what is a limitation of the Career Assessment Inventory (CAI)?

A)The CAI uses combined gender norms, as opposed to separate norms for males and females.
B)The norming sample of the CAI is considerably smaller than that of the SII.
C)There is a need for more studies of the predictive validity of the CAI.
D)All of the above

Question 6

Whiston recommends that the Self-Directed Search (SDS) may be used on its own for the purpose of:

A)career selection.
B)career exploration.
C)career decision making.
D)all of the above

Question 7

What makes the Jackson Vocational Interest Survey (JVIS) unique is that it:

A)can be used with young children.
B)is a relatively short survey.
C)is one of the oldest vocational interest surveys still in use.
D)measures preferences in both work styles and work roles.

Question 8

When interpreting a client's Strong Interest Inventory, the counselor should:

A)focus on the Occupational Scales because they are the most reliable.
B)move from general interests to more specific interests (e.g., certain occupations).
C)provide the profile to the client and answer any questions that might arise.
D)start with the Occupational Scales and then move to the General Occupational Scales.

Question 9

Many career counselors trace the origins of career assessment back to:

A)Frank Parsons
B)Donald Super
C)Alfred Binet
D)David Wechsler

Question 10

Whose theory is the conceptual base of the Self-Directed Search (SDS)?

A)John Holland's
B)Donald Super's
C)John Krumboltz's
D)Anne Roe's

Question 11

Aptitude tests are often used in career counseling because they are good predictors of:

A)occupational success
B)job satisfaction
C)career direction and occupational choice
D)career interests

Question 12

Whose theory has had a significant influence on the General Occupational Scales of the Strong interest inventory?

A)John Holland's
B)Donald Super's
C)John Krumboltz's
D)Anne Roe's

Question 13

One recent revision made to the Strong Interest Inventory was:

A)the addition of more items to improve its reliability.
B)the inclusion of nonprofessional in addition to professional occupations.
C)the inclusion of teacher, parent and self-report forms.
D)the addition of the Work Styles subscale to the Personal Styles Scales.

Question 14

Which of the following instruments is easy to use and can be self-scored by the client?

A)Career Assessment Inventory (CAI)
B)Kuder Occupational Interest Survey (KOIS)
C)Self-Directed Search (SDS)
D)Strong Interest Inventory (SII)

Question 15

One of the reasons interests are assessed in career counseling is because interests are a good predictor of:

A)occupational success
B)job satisfaction
C)career direction and occupational choice
D)job effectiveness

Question 16

Which of the following would be considered best practice when assessing the interests of a client with a severe reading disability?

A)Read the interest inventory to the client
B)Consider using a pictorial instrument such as the Wide Range Interest-Opinion Test
C)Have the client ask questions about any item he or she does not understand
D)Do not assess interest

Question 17

Which of the following is an advantage of using an interest inventory?

A)They are less expensive to use than other methods of identifying interests.
B)They often connect clients' general interest areas to specific occupations.
C)Interest inventories are a better predictor than expressed interest of occupational choice.
D)Interest inventories are the best predictor of occupational success.

Question 18

Examining how clients spent their time and their preferred activities is a way to identify _____________ interests; asking clients about their interests helps to identify their _____________ interests.

A)covert; overt
B)indirect; direct
C)strong; weak
D)manifest; expressed

Question 19

The most widely-researched career counseling instrument is the:

A)Career Assessment Inventory (CAI)
B)Jackson Vocational Interest Survey (JVIS)
C)Kuder General Interest Inventory (KGIS)
D)Strong Interest Inventory

Question 20

When assessing vocational interests, an advantage of card sort procedures is that they:

A)provide immediate feedback to the client.
B)are interactive in nature.
C)allow the counselor to ask questions during the assessment.
D)all of the above

Question 21

Interest inventories:

A)are designed so that gender-role stereotyping is eliminated.
B)been found to be appropriate for adults but should not be used with adolescents.
C)have historically yielded different results for men and women.
D)should never be used with minority clients.

Question 22

Work values are highly correlated with:

A)occupational success
B)work satisfaction
C)career direction and occupational choice
D)career decision making

Question 23

One strategy that may help to facilitate the integration of interests, abilities and values assessment is:

A)cumulative assessment
B)progressive assessment
C)fixed-interval assessment
D)portfolio assessment

Question 24

Which of the following does NOT apply to client-counselor interaction in the context of qualitative career assessment?

A)authoring a coherent, continuous, and credible career story
B)identifying themes and tensions within the story lines and attributing meaning to those concepts
C)developing a narrative or plan to learn the skills needed to perform the next episode in the story
D)incorporating the use of computer-assisted career guidance systems to help integrate the assessment results

Question 25

The COPSystem is a(n):

A)interest inventory
B)abilities assessment
C)values measure
D)all of the above

Question 26

As assessment that measures an individual's self-perceived ability or self-efficacy expectation in successfully completing a variety of tasks, activities, and coursework is the:

A)Campbell Interest and Skills Survey (CISS).
B)Career Decision Scale (CDS).
C)Skills Confidence Inventory (SCI).
D)ONET Ability Profiler.

Question 27

DISCOVER and SIGI³ are examples of:

A)interest inventories
B)career maturity scales
C)combined values and career decision making scales
D)computer-assisted integrated assessment and career guidance systems

Question 28

Why should counselors be particularly aware of issues related to gender, ethnicity and race when conducting career assessment and counseling?

A)Because formal career assessments are among the most biased instruments available to counselors
B)Because clients are particularly likely to view the results of career assessment as prescriptive and may not understand its limitations
C)Because clients from minority groups are particularly likely to feel stereotyped by career assessments
D)All of the above

Question 29

In using a values inventory in career counseling, a counselor should:

A)focus on work values since personal values are not relevant.
B)use an instrument that compares the client's values to others.
C)explore possible values that were not included in the assessment.
D)use an instrument that focuses on values development.

Question 30

Why do Whiston and Oliver (2005) recommend the involvement of counselors in the construction, maintenance and operation of Internet-based career assessment sites?

A)The psychometric properties and legitimacy of online instruments are not well-monitored nor critiqued by professionals.
B)Research suggests that the psychometric properties of Internet tests are well-established, but clients need additional guidance on their interpretation.
C)Internet-based career assessments need to be more psychometrically-sound so that clients can use and interpret them on their own, without counselor guidance.
D)Whiston and Oliver did not make this recommendation.

Question 31

If a counselor is interested in measuring clients' levels of career indecision, then he or she might use the:

A)Career Decision Scale
B)Indecisiveness Scale
C)Career Assessment Inventory
D)Adult Career Concerns Inventory

Question 32

If a counselor is interested in assessing the degree to which a client has mastered the appropriate developmental career tasks, then he or she would use a:

A)career certainty measure
B)career decision making measure
C)career maturity measure
D)career progress measure

Question 33

Many aptitude assessments also incorporate:

A)a self-estimate section to confirm measured abilities
B)an interest inventory
C)information on specific occupations
D)all of the above

Question 34

It is important to verify aptitude assessment results with clients by asking them if the scores are consistent with other information (e.g., grades, work performance) because it:

A)provides a method to identify any problems that may have occurred during the assessment process
B)brings more client information into the interpretive process
C)helps create a more holistic picture of the client
D)all of the above

Question 35

The focus of qualitative career assessment is on:

A)stories and narrative.
B)interest inventories.
C)values.
D)abilities.

Question 36

Tracey and Hopkins (2001) suggest that clients' beliefs about __________________ concern future performance, whereas _____________________ estimates are based on current performance.

A)achievement; aptitude
B)aptitude; achievement
C)self-efficacy; ability
D)ability; self-efficacy

Question 37

One method of addressing gender differences in interest inventories is to:

A)examine the items and eliminate any sexist language.
B)ensure the inclusion of gender-balanced items.
C)use same-sex normative scores rather than combined norms.
D)all of the above

Question 38

An instrument that incorporates self-estimates of abilities is the:

A)Armed Services Vocational Aptitude Test Battery (ASVAB)
B)ONET Ability Profiler
C)Differential Aptitude Test (DAT)
D)Campbell Interest and Skills Survey (CISS)

Question 39

Research indicates that computer-assisted career guidance systems are:

A)quite comprehensive and require little additional counseling.
B)more effective when they are used in conjunction with counseling.
C)more reliable and valid than paper-and-pencil inventories.
D)effective with adults but should not be used with adolescents.

Question 40

There is some research that suggests that clients' self-estimates of their abilities are:

A)always an overestimate and should not be used in career counseling.
B)highly correlated with measured abilities.
C)not reliable and fluctuate greatly.
D)always a low estimate of an individual's abilities.

Question 41

Recent research on the interests of minority clients indicates that:

A)African-American clients' interest structure is more complex than other groups' interest structure.
B)Holland's taxonomy should never be used with minority clients.
C)Asian-Americans' interest structure involves four dimensions.
D)individuals from diverse ethnic groups use the same cognitive map or structure of preference.

Question 42

When interpreting the results of career assessments with ethnic minority clients, it is recommended that counselors:

A)explore both the perceived and actual barriers to career-related opportunities.
B)take the assessment results at face value.
C)approach the task of assessment interpretation in the same way for all clients, regardless of ethnic background.
D)recommend that clients seek guidance from a counselor who shares their ethnic background.

Question 43

According to Flores et al.(2003), culturally appropriate interpretation of test results requires a counselor to:

A)be cautious when interpreting results from culturally diverse clients
B)incorporate information from various sources
C)include culturally relevant information (e.g., racial identity information, worldview)
D)all of the above Discussion Questions