Strong interest inventory psychometric test is a career assessment test for determination of the most suitable career choice for an individual. It is especially effective since it involves a keen assessment of a person’s attributes coupled with his interests. It then matches them up to other people in certain careers (Walsh, 1986). The reliability of this psychometric test is high only in certain specific instances and careers. This is because people within the same career may have totally different interests and general characteristics. As such, the validity of the comparisons based on mismatches may lead to wrong conclusions. This means that the norms that relate to a specific career, its characteristics, cannot be fully defined by this psychometric test. The test further loses its validity in guiding young people on the most suitable careers to choose (Byron, 2011). However, it is highly valid since it leads to high levels of personal satisfaction.
Career cruising test is a psychometric test that involves a run-through of various careers that exist. (Weiss et.al, 2011). It is reliable to the extent that it is more realistic than the strong interest inventory test. Its validity in construction is also strong since it is not based on assumptions. Instead, it is based on existing work conditions and terms of employment. This includes details pertaining to the basic skills required in that field, salaries and allowances that come with a specific career and even the challenges or difficulties expected with choosing that path (Brown and Lent, 2013). As a norm, it is used as an option when one is not especially too keen in finding a career that is congruent to his interests (Cripps and Spry, 2008). It is more common and more acceptable as a norm in selecting careers than the former test. Instead, the individual is willing to suit his interests to the career that he chooses (Barrett and Green, 2011). Therefore, to such people it is especially advantageous since it allows them to defy the odds that are set out by the required personal characteristics that go with a specific career (In Strauser, 2014).
References
Walsh, W. (1986). The assessment of interests. Hillsdale, NJ [u.a.: Erlbaum.
Bryon, M. (2011). Great answers to tough career dilemmas: Test your aptitude, be inspired and
discover your ideal career. London: Kogan Page.
Weiss, L., Serlis-McPhillips, S., & Malafi, E. (2011). Small business and the public library:
Strategies for a successful partnership. Chicago: American Library Association.
Brown, S. D., & Lent, R. W. (2013). Career development and counseling: Putting theory and
research to work. Hoboken, N.J: Wiley.
Barrett, J., & Green, H. (2011). The complete personality assessment: Psychometric tests to
reveal your true potential. London: Kogan Page.
Cripps, B., Hailstone, P., & Spry, D. (2008). Psychometric testing: Pocketbook. Hants, U.K:
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In Strauser, D. R. (2014). Career development, employment, and disability in rehabilitation:
