Career Guidance Test

Trait-and-Factor Theory is from person-environment fit theories. Parsons, (1909) argued that if you understand the job and the person you can create a fit which is successful, this system relies on reliable data of the job functions, requirements and the person. The career guidance practitioner can ask the client to partake in a career guidance test, interest, psychometric or aptitude tests and apply the feedback in an industrial or occupational personal context, matching an employment function to a ‘unique pattern of capabilities and potentialities (traits) (Gothard, et al, 2001, p11).

Career Guidance Test – Trait and Factor


To complete these tests is somewhat time consuming for the client and also for the guidance practitioner to analyse and decipher, they can also be expensive. However with the aid of the Internet and software, the tests can be done prior to a guidance session. They are not always accurate, however, a highly skilled career guidance counsellor should be able to interpret a client without testing. Although, the test can act as a scientific aid to assist decision making for the client and reassure the practitioner. Certain types of clients are unable to accept verbal career guidance and thus this type of individual can really benefit from testing. Do these tests factor social, modern and economic issues within the clients’ life, or current situation? Will the client ignore these issues when formulating decision within the assessments?


Alec Rodger (1952) also developed a seven-point plan around trait and factors. For example, a client that is a quite practical person may be matched to a career in construction. John Holland’s vocational choice also relates its origins in the 1950’s with an ‘environment’ focus central to his theme, that ‘people search for environments that will let them exercise their skills and abilities, express their attitudes and values, and take on agreeable problems and roles (as cited in Gothard, et al, 2001, p13). The key point throughout one’s life is that people change and jobs change, it is certainly not a one off prescription but a useful tool for the guidance practitioners toolbox. Has change been factored in and will the client be labelled for life, unable to change direction?


If you would like to run an online career guidance test, see this career guidance test text link to undertake tests from one of the largest and most respected aptitude and psychometric testing companies in the world, Thomas International.


For Reference Details, contact diarmuid at:


Diarmuid Haughian

MA Career Guidance, QCG


Career Guidance Test

Career Guidance Test