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  2. Career assessment - Wikipedia

    en.wikipedia.org/wiki/Career_assessment

    Career assessment, in the form of tests and other structured and unstructured tools, can be very useful for those who are uncertain about the array of career possibilities. However, there are some drawbacks to each. At best, the results of individual career assessments provide targeted information that may not address a particular individual's ...

  3. Cognitive Information Processing (Career Services) - Wikipedia

    en.wikipedia.org/wiki/Cognitive_Information...

    The Cognitive Information Processing (CIP) Approach to Career Development and Services [1] [2] [3] is a theory of career problem solving and decision making that was developed through the joint efforts of a group of researchers at the Florida State University Career Center's Center for the Study of Technology in Counseling and Career Development.

  4. Career counseling - Wikipedia

    en.wikipedia.org/wiki/Career_counseling

    Empirical research [6] attests the effectiveness of career counseling. [7] Professional career counselors can support people with career-related challenges. Through their expertise in career development and labor markets, they can put a person's qualifications, experience, strengths and weakness in a broad perspective while also considering their desired salary, personal hobbies and interests ...

  5. Career Test Controversy - Is Testing Your Career Skills Valuable?

    www.aol.com/news/2010-03-23-career-test.html

    The tests vary with each school or job center, but are usually free of charge and will present the test taker with a series of jobs that may possibly be of interest to them. Show comments ...

  6. Seven Rules for Career Tests - AOL

    www.aol.com/news/2009-06-04-seven-rules-for...

    By CareerBuilder.com Are you dissatisfied with your current job? If so, you're not alone. A recent survey conducted by CareerBuilder.com revealed that nearly 75 percent of workers are still in ...

  7. Strong Interest Inventory - Wikipedia

    en.wikipedia.org/wiki/Strong_Interest_Inventory

    The test was developed in 1927 by psychologist Edward Kellog Strong Jr. to help people exiting the military find suitable jobs. [8] It was revised later by Jo-Ida Hansen and David P. Campbell . The modern version of 2004 is based on the Holland Codes typology of psychologist John L. Holland . [ 8 ]