Career & Personality Assessments

I am a Certified B Level Assessor.  I have completed all the graduate-level coursework in the interpretation of psychological assessments and measurement at an accredited school: Dalhousie University / Conestoga College - Postgraduate Career Development.

Here are the list of assessments I offer as part of my Career Counseling and Coaching Practice.

Courtesy of Wendy Crocker
Courtesy of Wendy Crocker

Myers-Briggs Type Indicator (MBTI)

The Meyers-Briggs Type Indicator (MBTI) is a assessment test that helps people gain insights about how they work and learn. It is a framework for relationship-building, developing positivism, and achieving excellence.  The MBTI was developed by Katherine Briggs and is based on the typological theory of Carl Jung who had proposed that there are four essential psychological functions by which we see this world.

These functions are sensation, intuition, feeling, and thinking. All of us rely on one function more than others. The base of MBTI lies in identifying our preferences which are driven through our interests, values, needs, and motivation. Carl Jung came up with this theory through subjective clinical evaluations.

While the theory itself is quite complicated, it essentially categorizes you into four types.

Myers-Briggs Types

Myers-Briggs theory is an adaptation of the theory of psychological types produced by Carl Gustav Jung. It is based on 16 personality types, which Jung viewed as stereotypes (Jung 1921, p. 405). They act as useful reference points to understand your unique personality (Jung 1957, p. 304). At the heart of Myers Briggs theory are four preferences. Do you prefer to deal with:

  • People and things (Extraversion or "E"), or ideas and information (Introversion or "I").
  • Facts and reality (Sensing or "S"), or possibilities and potential (Intuition or "N").
  • Logic and truth (Thinking or "T"), or values and relationships (Feeling or "F").
  • A lifestyle that is well-structured (Judgment or "J"), or one that goes with the flow (Perception or "P").

In Myers Briggs theory, for each pair you prefer one style more than the other. You combine the letters associated with your preferences to get your Myers Briggs personality type. For example, having preferences for E, S, T and J gives a personality type of ESTJ.

Extraversion and Introversion - The first pair of styles is concerned with the direction of your energy. If you prefer to direct your energy to deal with people, things, situations, or "the outer world", then your preference is for Extraversion. If you prefer to direct your energy to deal with ideas,  information, explanations or beliefs, or "the inner world", then your preference is for Introversion.

Sensing and Intuition - The second pair concerns the type of information/things that you process. If you prefer to deal with facts, what you know, to have clarity, or to describe what you see, then your preference is for Sensing. If you prefer to deal with ideas, look into the unknown, to generate new possibilities or to anticipate what isn't obvious, then your preference is for Intuition. The letter N is used for intuition because I has already been allocated to Introversion.

Thinking and Feeling - The third pair reflects your style of decision-making. If you prefer to decide on the basis of objective logic, using an analytic and detached approach, then your preference is for Thinking. If you prefer to decide using values - i.e. on the basis of what or who you believe is important - then your preference is for Feeling.

Judgment and Perception - The final pair describes the type of lifestyle you adopt. If you prefer your life to be planned and well-structured then your preference is for Judging. This is not to be confused with 'Judgmental', which is quite different. If you prefer to go with the flow, to maintain flexibility and respond to things as they arise, then your preference is for Perception.

When you put these four letters together, you get a personality type code. Having four pairs to choose from means there are sixteen Myers Briggs personality types.

Strong Interest Inventory (SII)

The Strong Interest Inventory (SII) is an interest inventory used in career assessment. As such, career assessments may be used in career counseling.  The goal of this assessment is to give insight into a person's interests, so that they may have less difficulty in deciding on an appropriate career choice for themselves. Used frequently for educational guidance as one of the most popular career assessment tools. The test was developed in 1927 by psychologist Edward Kellog Strong, Jr. to help people exiting the military find suitable jobs. It was revised later by Jo-Ida Hansen and David Campbell. The modern version of 2004 is based on the Holland Codes typology of psychologist John L. Holland. The Strong is designed for high school students, college students, and adults.

When an individual takes and completes the Strong Interest Inventory assessment, the resulting data is reflected by scores in each of the six General Occupational Themes (GOTs) or interest areas, including Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Many of the jobs that the Strong Interest Inventory predict, did not exist prior to the latest version. Because of this fact, the test is constantly being updated as new jobs are created and technology advances.


The Strong can be a valuable tool in helping you identify your interests, enabling you to

  • Achieve satisfaction in your work
  • Identify career options consistent with your interests
  • Choose appropriate education and training relevant to your interests
  • Maintain a balance between your work and leisure activities
  • Understand aspects of your personality most closely associated with your interests
  • Determine your preferred learning environments
  • Learn about your preferences for leadership, risk-taking, and teamwork
  • Use interests in shaping your career direction
  • Decide on a focus for the future
  • Direct your own career exploration at various stages in your life

Strong Skills Confidence Inventory

What is the skills confidence inventory?

The Skills Confidence Inventory (SCI) is designed to help you recognize your level of confidence in skills related to the six broad areas represented by the General Occupational Themes (GOTs) of the Strong Interest Inventory(r) instrument. Thus your results on this inventory reflect how good you think you are at completing tasks in these areas. Your beliefs about how skilled you are in particular areas influence whether you will consider attempting careers, educational programs, or activities that require those skills.

The inventory also compares how confident you are in your skills in a particular area with how much that area interests you. Because interests play an important part in career satisfaction and confidence plays an important part in career success, it is important to look at both.

Work Personality Index

The Work Personality Index(r) assessment provides a clear framework for understanding the impact of personality on job performance. It helps you identify key motivators and behaviours - essential for hiring the right people, developing employees and supporting great leaders. Unlike other personality assessments the Work Personality Index(r) assessment only measures personality traits that are directly related to the work environment and on-the-job behaviours.

The Work Personality Index

The Work Personality Index Job Match assesses 21 work behaviours and compares the candidate's results with your customized job benchmarks. The Work Personality Index Job Match provides a comprehensive measure of a candidate's personality, telling you how a candidate will:

  • Complete their work, Interact with people, Solve problems, Manage change, Deal with stress, and compares their results against the customized score benchmarks that highlight what you need for someone to be successful in the job The Work Personality Index(r) Job Match Report provides:
  • Overall Job Fit Score - our advanced scoring algorithm helps you quickly sort candidates based on their overall fit with job benchmarks
  • Candidate profile that helps you identify candidates' specific areas of fit or misfit
  • In-depth narrative description of the candidate's workplace behaviours, helping you to target areas of uncertainty in follow-up interviews.
  • These descriptions ensure that the hiring team has a solid understanding of each candidate's personality results, allowing them to make effective decisions.
  • Profile Validity - assesses the extent to which the questionnaire was completed honestly rather than in an overly positive or unusual way.

Career Interest Profiler

Anyone searching for career direction will find this tool helpful. The Career Interest Profiler (CIP) measures six traits and suggests 20-40 top careers that fit the test taker's interests. The report includes job descriptions, links to either O*Net or NOC (National Occupational Classification) databases, as well as, helpful information and exercises for further career exploration.

CIP REPORT, Canadian Edition

Help clients go further in their career exploration. The new dynamic, interactive Canadian Career Interest Profiler (CIP) report provides a description of your client's responses, plus allows them to easily explore their career options, by having more information at their fingertips. The new report contains the most current occupational information with over 1100 careers within the NOC database. Clients can find out more about their top-rated careers with just a click of the mouse. Canadian information available includes region-specific job opportunities, up-to-date information on job duties and skills requirements, salaries and occupational outlook, and license and certification requirements.

The CIP scales reflect an individual's interests in six different areas:

Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. The Career Interest Profiler Report provides 14-20 page in-depth description of occupational interests. It includes a full career interest profile showing scores on 6 interest scales, an analysis of the two top career interests, descriptions of 20-40 occupations related to the client's key interest areas, and career planning exercises. The CIP focuses on all levels of careers.

Career Values Scale

The Career Values Scale (CVS) is an up-to-date measure of work values, preferences and needs. These values are a part of a person's core beliefs and give meaning to the person's career and life. They are a useful indicator of job satisfaction and personal goals.

The Career Values Scale Report provides a graphic overview of a client's values, examines sources of satisfaction and dissatisfaction and has exercises to help them focus on achieving a balanced career.

The Career Values Scale measures the values that influence career choice. It identifies ten core values that are helpful for career planning and development. It is useful for career development, individual coaching and evaluating the fit between values and organizational culture.

Information from:

Ashland Interest Assessment (AIA)


  • Career and educational counseling for high school, counseling center, employment center, learning center, or youth services center.
  • Career planning for individuals with a limited access to education, developmentally delayed or handicapped, or learning disabled individuals, chronically unemployed people.
  • Individuals with a chronic emotional or psychiatric condition, or brain injury school-to-work students individuals with a limited familiarity with the English language.


The AIA consists of 144 pairs of work-related activities requiring the respondent to choose which activity he or she would like to do most. The results are printed in clear and easy to understand format. The AIA items represent work tasks typically associated with a particular occupation, such as clerical worker, salesperson, or health care attendant. In other cases, the items more broadly represent general work roles, such as those involving Arts and Crafts or Personal Service.

Jackson Vocational Interest Survey (JVIS)


  • Career and educational counselling with high school, college and university students
  • Career planning for adults, including mid-life career redirection
  • Valuable for corporate restructuring


The JVIS consists of 289 pairs of statements describing job-related activities and requires approximately 45 minutes to complete. The administration is available in both English and French. The JVIS employs a forced-choice format, asking the respondent to indicate a preference between two equally popular interests. The detailed JVIS report includes the basic interest profile, a profile for 10 general occupational themes, a profile of similarity to 17 educational major field clusters, a ranking of 32 occupational group clusters, validity scales, an academic satisfaction score and other information. A narrative summary of the 3 highest-ranked educational and occupational clusters are particularly useful.  Finally, a section entitled "Where to Go From Here" offers information on related career exploration books and activities.

Jackson Career Explorer (JCE)


The Jackson Career Explorer (JCE) is an interest assessment that guides people toward satisfying and fulfilling careers. The comprehensive report provides a wealth of personalized career information including the following features:

  • Fit with 32 different Job Groups and in-depth information on the individual's top 3 jobs
  • Fit with 17 different Education Groups
  • Ranks 34 Basic Interests
  • Highlights Work Personality preferences
  • Showcases thousands of job resources customized to the individual's results, including action steps and interpretive tips
  • Provides links to over 850 sample job codes from O*NET or NOC,  organizations, and web-based career resources Accurate

The JCE accurately measures specific areas of career interest, ways of approaching work, and job groups associated with these areas of interest.
Results are generated based on scoring algorithms that have been tested and refined to produce optimal results. The JCE accurately identifies the career
interests that will motivate students and career seekers to discover enriching, fulfilling careers.

The JCE is a derivative of the Jackson Vocational Interest Survey (JVIS),  first published in 1977 and considered to be one of the most well-respected
career interest assessments on the market. The JCE was developed by employing advanced test construction methods to identify the items most
diagnostic of each of the 34 Basic Interest Scales that form the foundation of the JVIS.

Jackson Personality Inventory (JPI-R)


  • In counseling and clinical settings with adults as well as senior high school and college students In business and industrial settings
  • Psychological research, including studies in sports psychology and recreation


The JPI-R is a revision of the original JPI. Like its predecessor, the JPI-R assesses personality variables relevant to the functioning of a person in a wide range of settings such as those involving work, educational/organizational behaviour, or interpersonal situations. The JPI-R contains a total of 300 True/False items and takes about 45 minutes to administer. Revisions to the original JPI materials include (a) updated college norms, (b) entirely new norms for blue and white collar workers, (c) renaming of some scales to better reflect scale content, (d) scale organization in terms of five higher-order dimensions, (e) removal of the infrequency scale to facilitate use for employment screening, (f) coverage of extended distributional characteristics, (g) compilation of new research findings, (h) addition of scale-by-scale item lists to promote scale interpretation, (i) a glossary of technical terms to facilitate understanding of the often sophisticted procedures used in constructing the JPI and JPI-R, and (j) a new quick-scoring answer sheet, which eliminates the need for a separate scoring template. The JPI-R's 15 scales are as follows, organized in terms of five higher-order clusters:

  • Analytical: Complexity, Breadth of Interest, Innovation, Tolerance
  • Extroverted: Sociability, Social Confidence, Energy Level
  • Emotional: Empathy, Anxiety, Cooperativeness
  • Opportunistic: Social Astuteness, Risk Taking
  • Dependable: Organization, Traditional Values, Responsibility

The statistical procedures employed in the construction of the JPI are among the most elaborate ever employed for a personality test. Starting with a very large item pool, two separate item analyses on separate samples were undertaken to further three general aims: (a) to maximize item content saturation in relation to desirability variance; (b) to maximize scale reliabilities, and (c) to minimize interscale redundancy.

Six Factor Personality Questionnaire (SFPQ)


  • Assessment of normal adult personality
  • In business and industrial settings
  • In counseling and clinical settings
  • Research requiring a broad coverage of personality dimensions


The SFPQ is a measure of six personality dimensions each consisting of three-facet scales, measured by 108 Likert items. The SFPQ encompasses and extends the popular Big Five factors of personality and facets underlying these factors. Its development has benefited from modern construct-oriented methods of personality scale construction, having originated from the thousands of personality questionnaire items comprising the original item pools of the Personality Research Form (Jackson, 1967, 1974, 1984) and the Jackson Personality Inventory (Jackson, 1976, 1994). Norms are based on systematically sampled groups of adult males and females drawn from the United States and Canada. The SFPQ facet scales are as follows, organized in terms of six-factor scales:

  • Agreeableness: Abasement, Even-Tempered, Good-Natured
  • Extraversion: Affiliation, Dominance, Exhibition
  • Independence: Autonomy, Individualism, Self-Reliance
  • Industriousness: Achievement, Seriousness, Endurance
  • Methodicalness: Cognitive Structure, Deliberateness, Order
  • Openness to Experience: Change, Understanding, Breadth of Interest

Multidimensional Aptitude Battery-II (MAB-II)


  • Psychologists looking for a comprehensive measure of general cognitive ability or intelligence (IQ)
  • Qualified individuals looking to assess cognitive ability and aptitudes for employment purposes
  • Research into intelligence and its relation to other psychological constructs, job performance, and learning; neuropsychological assessment and research
  • Software administration with various report options


The Multidimensional Aptitude Battery-II (MAB-II) is a world-class assessment of aptitude and intelligence. It assesses 10 distinct domains of human intellectual functioning grouped into two broader categories of scores - verbal and performance. The MAB-II can add an objective measure of ability to any selection battery and has been used successfully in military, government, and law enforcement settings.

Highly sophisticated scale construction procedures were employed to foster scale validities and freedom from response biases. Test booklets were
revised in 1995 to replace objectionable items.

 Information from:


Qualifications to be an A and B Level Assessor

Painting courtesy of Wendy Crocker

Level A Assessors have

Bachelor’s Degree in psychology or a related discipline (e.g., counseling, education, human resources, social work, etc.) and coursework relevant to psychological testing; OR

Equivalent Training in psychological assessments from a reputable organization; OR

Professional Membership in an organization that requires training and experience in the use of psychological assessments and surveys; OR

Certification from an organization with similar proficiency requirements; OR

Practical Experience in the use of psychological assessments

Level B Assessors have

Graduate Degree in psychology or a related discipline (e.g., counseling, education, human resources, social work, etc.) and have completed graduate-level coursework in psychological testing or measurement; OR

Equivalent Training focused on psychological testing or measurement from a reputable organization.