Which diagnostic test is right for you?
In support of the trajectories we carry out, but also as a separate service, we offer diagnostics. By diagnostics we mean that we methodically try to get answers to various career questions. This methodical way is supported by reliable and valid online tests and questionnaires.
When are diagnostics used?
Our services are supported with assignments and questionnaires that can help build a recruiting person profile or formulate promising search occupations. However, sometimes this is insufficient or there are specific questions that need a thorough grounding. It may be that a client himself indicates a need for a particular survey, but it also happens that one of our career counselors concludes that a methodical survey is needed and presents it to the client. I will briefly describe the most frequently used services and explain the situation in which the research may be useful.
Vocational and career research
A career assessment can be used when a candidate needs or wants to make a career change but has no idea in which direction to go. It can provide concrete occupations but also an overview of the most important motives and competences to take into account when making a choice for a certain role or work environment. By also looking at the combination of drives and talents, it can be determined which tasks and activities give or take energy at work. This can provide insight into choices already made and show possibilities for alternatives that fit better.
An example: A candidate, account manager at a technical company, noticed that his motivation to score had waned in recent years and it was taking more and more of his energy to do his job. He felt a need to do something with more social value but was very unsure of what that should be. Maybe become a teacher, or go into healthcare? Indeed, the vocational and career survey did not show high scores in aspects associated with hard sales but he still scored high on competencies and drives appropriate for relationship management. This candidate chose to use his sales experience but focus more on relationship management within a company or organization with activities in the healthcare or education sector. Â
Competency and ability assessment
When a candidate knows in which direction he wants to take his next career step, but it is not entirely clear whether this also fits the competencies and capacities of a candidate, a competency and capacity test may be appropriate. Again, the questionnaires can be adapted to the candidate's specific request.
An example: A candidate had to completely retrain because her old job was no longer appropriate. She wanted to become a salary administrator and had found an apprenticeship, but she did not meet the entry requirement of a completed HBO education. The cadidate asked if she could alternatively submit a report showing her work and thinking level, and she was allowed to do so. Employee took the ability test and was found to be able to handle the course easily. With the report in hand, she was allowed to start.Â
Competency and ability assessment (psychological)
In addition, there are also options for a more in-depth examination conducted by an experienced occupational and organizational psychologist with a basic psychodiagnostics endorsement from the NIP (Dutch Institute of Psychologists).
An occupational psychological assessment is used to map the (work) possibilities of someone with psychological problems. One can think of personality problems, situational psychological complaints or tension complaints. In addition to the present problems, personal characteristics, the general level of functioning and possibly the professional preferences (depending on the question) are made clear. The research program will differ per client, depending on the present problems, the level of functioning and the specific question.
An example: A candidate had failed several times in the profession for which she had been trained. Although she still aspired to this profession, she had to admit that there were aspects of the work to which she kept getting stuck. The candidate's employer and the candidate herself gained more insight into the bottlenecks and were able to discuss a suitable package of tasks plus targeted, external guidance. Â
We would be happy to provide more information about the possibilities and help think through whether such a study could be supportive in your situation.
- Katja Oostergetel (career counselor)