Careerassessment refers to the tools that help the career assessor to helptheir clients to identify their personal interests and abilities intheir career life. This is a crucial scope because of the impact thatthe test has in both the progress of work and the personalsatisfaction of the clients as a whole. There are various instancesthat career assessment can be used in clinical practice, and thisessay describes them (Osipow,1999).
Threeexamples of the situations career assessment can be useful
Oneof the major situations, when the clinical assessment is useful inthe clinical settings, is in the case of confusion ormisunderstanding of a person’s personality. This is a major problemsince for people to deliver quality work they will have tounderstand themselves and even know their abilities. In this case,career assessment will be crucial since particular steps of careerassessment will help them to overcome this problem.
Secondly,in the case of depression of a clinical practitioner, careerassessment might be an appropriate tool. Workers in a clinicalsetting have to be in their best mindset so that they can deliverquality services to their clients. All forms of depression might beof a negative impact. Career assessment may be crucial to update themon the urgency of their work and even give them a better remedy tothis issue(Betz,et al. 1996).
Lastly,the case where the clients have lacked an opportunity to exploittheir working abilities fully and in turn they become heartbrokencareer assessment might be the most appropriate tool. Most of thepeople desire to exploit their personal abilities at theirworkplaces, but not all the people get that chance. Therefore, thecareer assessment plan will help these individuals to understand thatit might be a hard task to satisfy all individuals in theirworkplaces. Alternatively, it might help them to find new ways thatthey can integrate and find a chance to exploit their abilities(Betz,1992).
Oneway clinicians may integrate other tests within the process of careerassessment
Oneevident way for this is in the case where people work with no goalsin mind, or they do not know the goals of their organization. It iscrucial that all the workers should set valid goals that will drivethem to work harder. One of the vital tests applied is the validitytest. It helps the people to work with attainable goals and achievefruitful results (Rabin,et al. 2005).
Betz,N. E. (1992). Career assessment: A review of critical issues.
Betz,N. E., & Luzzo, D. A. (1996). Career assessment and the careerdecision-making self-efficacy scale. Journalof , 4(4),413-428.
Osipow,S. H. (1999). Assessing career indecision. Journalof Vocational Behavior, 55(1),147-154.
Rabin,L. A., Barr, W. B., & Burton, L. A. (2005). Assessment practicesof clinical neuropsychologists in the United States and Canada: Asurvey of INS, NAN, and APA Division 40 members. Archivesof Clinical Neuropsychology,20(1),33-65.