Online assessments

Career Assessment Package

 

The Package includes the online administration and completion of the

Jackson Vocational Interest Survey (JVIS) to assess vocational interests (view sample report)

Personality Research Form E (PRF) to assess vocational personality (view sample report)

ePersonal Style Survey (ePSS) to assess personal and occupational styles

Provision of the standardized reports associated with each of the assessment instruments.

Provision of an overarching comprehensive, professional report in which all the self information will be drawn together and placed within the context of the world of education, training and employment to provide you with your unique interface and vocational direction

Secure email exchanges

Availability of Charles Lucas for online clarification and support following the delivery of the report to you

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The Process

Three simple and convenient steps.

Step 1

Complete payment of $195.00 AUD

Step 2

Complete the

About You Form which will provide us with the knowledge about where you’re currently at in relation to the world of education, training and employment.

ePersonal Style Survey (ePSS) which will provide further information about your general approach to life and situations.

Press the submit buttons following completion of each form.

Step 3

A fastlink will be emailed to you for the online completion of the Jackson Vocational Interest Survey (JVIS) and the Personality Research Form E (PRF). The Package feedback will be forwarded within five business days following completion of the assessments.

 

Charles Lucas
Vocational Psychologist

 

Charles Lucas BA (Macq,Psy) MA (Syd.Psy) Dip Clin Hyp, MAPS, MASCH has been a Psychologist and Vocational Psychologist for over forty threeyears after completing his undergraduate degree in Psychology at Macquarie University and his Masters degree in Psychology at the University of Sydney. Charles also holds qualifications in clinical hypnosis and Eye Movement Desensitisation Reprocessing and was recently recognised by the Australian Psychological Society for over thirty years of continuous membership.
Charles is a registered Psychologist with the Psychology Board of Australia (PSY0001137893). Charles has authored many articles including, newspaper columns and government publications over the years, and developed the vocational self assessment instrument, the Lucas Concept Analysis Technique (LCAT) and the Kuder Interest Card Sort (KICS). A former consultant to the NSW Government Workforce Management Centre for the management of displaced public servants, and consultant to the University of New England for the management of displaced staff, Charles conceived, developed and delivered the Life Planning Workshop in organisational, corporate and school settings.
Charles commenced the practice of psychology in 1976 with the NSW Vocational Guidance Bureau, where he was engaged as a Vocational Guidance Officer at the North Sydney and Lismore Offices, and later, as the District Guidance Officer/Local Area Manager of Vocational Services Branch/Department of Industrial Relations, Training and Further Education based at the Armidale Office, NSW, Australia. He continued into private practice in 1995 and subsequently established Vocational Guidance Services Pty Ltd with contractual arrangements with the Commonwealth Employment Service as a Special Intervention Psychologist; Centrelink as an Occupational Psychologist and Health Services Australia as a Specialist Consultant Psychologist with responsibility for disability support pension assessments and appeal reviews. This was in addition to a part-time careers counselling role at the University of New England, Armidale, NSW, Australia.   Read More

The Open Source Psychometrics Project has been offering a wide selection of psychological assessments, mostly personality tests, since late 2011. The mission of the Project to educate the public about various personality tests, their uses and meaning and the various theories of personality, and also to collect data for research and develop new measures. The Open Source Psychometrics Project also exists for the promotion of open source assessments and open data. A number of open source measures of popular psychological constructs have been developed by the Project and are made available under a creative commons license. Test takers are asked if their data can be saved and used for research. This data has been used in 25+ journal articles, see this list.

The OSPP provides a collection of interactive personality tests with detailed results that can be taken for personal entertainment or to learn more about personality assessment. These tests range from very serious and widely used scientific instruments popular psychology to self produced quizzes. A special focus is given to the strengths, weaknesses and validity of the various systems.

Big Five Personality Test: The general consensus in academic psychology is that there are five fundamental personality traits. This model is assumed in most personality research, and is the basis of many of the most well regarded tests employed by psychologists who maintin close connections with academia. The “big five” tend to not be popular in consumer focused personality assessment or self-help because to many people the feedback of the model seems relatively basic. This test uses public domain scales from the International Personality Item Pool.

Open Extended Jungian Type Scales: The system of personality types proposed by Carl Jung (1921) and later refined by C. Myers and I. M. Briggs has become an extremely widely used personality theory in self-help, business management, counselling and spiritual development contexts, but it is not commonly used in academic research where, like all type theories, it is treated skeptically. The system produces 16 personality types on the basis of four dichotomies and is the system used in the Myers Briggs Type Indicator and Keirsey Temperament Sorter instruments, among many others. The OEJS is a free and open source measure of the four dichotomies which yields an equivalent result to the usual tests.

Analog to Multiple Broadband Inventories: Most personality tests ask the same kind of questions, they just organize their results in different ways. This one computes all the scores you would likely get if you took 8 different well regarded personality tests, from just one bank of items.

Statistical “Which Character” Personality Quiz: This brief tool will compare your traits to a selection of fictional characters and match you to the most similar one.

Multidimensional Introversion-Extraversion Scales: The idea of introversion and extraversion is one of the oldest and most well known ideas in personality psychology. The evidence indicates that people can mean several different things when they describe themselves as an introvert or extravert, so the trait of introversion-extraversion should actually be broken down into a couple different, though related, traits.

Fisher Temperament Inventory: The FTI is general measure of personality that traces human behavior back to the function of the neurotransmitters in the brain. It categorizes people into one of four temperaments, each of which is associated with specific neuro-chemicals.

OSPP Enneagram of Personality Scales: The Enneagram of Personality is a system of nine personality types organized by a geometric diagram. It has been promoted as a spiritual and self-help tool by many authors and there exist several different popular tests of Enneagram type. The OEPS was developed by this website and reflects the average idea of what each type is in the population of on-line Enneagram enthusiasts.

Multifactor General Knowledge Test: A test of general knowledge measuring four facets of general knowledge.

Artistic Preferences Scale: Rate paintings to find out what your preferences are for art in terms of style and content.

Full Scale IQ Test: An IQ Test measuring across the full spectrum of human abilities.

Woodworth Psychoneurotic Inventory: Often cited as the first personality test, the WPI was developed by the United States military during World War I to screen for recruits at high risk of developing shell shock. Finished too late to be put to such use, the WPI instead found its place as the dominant self-report personality measure in academic psychological research during the 1920s and 30s, but has mostly been forgotten since then.

Nonverbal Immediacy Scale: This scale measures individual differences in the use of body language in communication.

Evaluations of Attractiveness Scales – Male / Female: The EMAS and EFAS measure individual differences in preferences for the looks of men and women respectively.

IIP RIASEC Markers: The Holland Codes (the acronym RIASEC refers to the six Holland Codes) is a typology of occupations that groups jobs into six categories and describes the different personality characteristics of people who are inclined towards each category. Since its developed by John L. Holland in the 1950s the theory has become dominant one in the field of career counselling and it has been incorporated into most of the assessment you might take at a university career planning centre. The RIASEC Markers from the public domain Interest Item Pool were developed by James Rounds and colleagues in 2008 for use in psychological research.

Short Dark Triad: The “dark triad” is a name for three personality traits that are commonly seem as malicious or evil: narcissism, machiavellianism and psychopathy. The study of these three traits together as the dark triad became popular in the 2000s. In 2011, Delroy Paulhus and Daniel Jones published the Short Dark Triad (SD3) as a single short test to measure all three traits at once.

Protestant Work Ethic Scale: There is sociological theory that Northern European countries developed faster in the industrial revolution than southern ones because of the additudes towards work promoted by Protestantism (versus Catholicism). This idea has been taken by some psychologists who believe that individuals can have different levels of Protestant work ethic.

Nerdy Personality Attributes Scale: A measure of personality attributes that distinguish those who call themselves nerds from those that do not.

Open DISC Assessment Test: The DISC personality model is a system that divides people into four personality types. The model is promoted commercially by several different orginizations for use in the workplace.

Four Temperaments Test: If you had asked a well educated western person in 1850 to describe themselves, they would have responded using the language of the four temperaments, an extension of the ancient four humours theory of medicine to personality by Greek physician Galen (129–216 AD). The four temperaments as the accepted way to describe personality was vanquished by the development of psychology after 1900, but recently they have seen a resurgence and been promoted in spiritual and self-help contexts.

Cattell’s 16 Personality Factors Test: In the 1940s Raymond Cattell proposed a model of human individual differences with 16 factors based on a statistical study of responses to personality questionnaires. Cattell’s model has never been widely accepted and his statistical analysis that revealed 16 factors has never been successfully replicated, but the test he produced, the 16PF Questionnaire, has been very popular in applied psychology like contexts such as counselling and human resources. This test uses the public domain scales from the International Personality Item Pool that were developed by Lewis Goldberg to be equivalent to the 16PFQ.

Rosenberg Self-esteem Scale: Developed in the 1960s by Morris Rosenberg for a study of adolescent self image the RSES has become the most widely used general purpose measure of self esteem in psychological research.

Survey of Dictionary-based Isms (SDI-46): The SDI is a measure of sociopolitical attitudes developed by Gerard Saucier. Its name references the fact that it was derived from searching the dictionary for words describing different philosophies (which often end in “ism”, e.g. liberalism, hobbism), which were then reduced down to underlying factors with statistical analysis. The SDI-46 revision was published in 2013.

Open Hemispheric Brain Dominance Scale: A measure of left-brain/right brain thinking, a scientifically discredited but still popular idea.

Generic Conspiracist Beliefs Scale: A measure of belief in conspiracy theories.

Depression Anxiety Stress Scales: A measure of mental health on three scales.

Exposure Based Face Memory Test: Measure of face memory and face blindness.

Vocabulary IQ Test: Vocabulary test giving an IQ score like result.

Nature Relatedness Scale (NR-6): The NR-6 measures the strength of an individual’s psychological connection to nature, something that is presumed to be psychologically healthy.

The Eysenck Personality Inventory (EPI) measures two pervasive, independent dimensions of personality, Extraversion-Introversion and Neuroticism-Stability, which account for most of the variance in the personality domain. Each form contains 57 “Yes-No” items with no repetition of items. The inclusion of a falsification scale provides for the detection of response distortion. The traits measured are Extraversion-Introversion and Neuroticism. When you fill out Eysenck’s Personality Inventory (EPI) you get three scores.

  • The ‘lie score’ is out of 9. It measures how socially desirable you are trying to be in your answers.Those who score 5 or more on this scale are probably trying to make themselves look good and are not being totally honest in their responses.
  • The ‘E score’ is out of 24 and measures how much of an extrovert you are.
  • The ‘N score’ is out of 24 and measures how neurotic you are.

To interpret the scores, your E score and your N score are plotted on a graph from which you can read your personality characteristics. The nearer the outside of the circle you are, the more marked are the personality traits. Please note that the EPI is a very simplistic type of personality measurement scale, so if you have come out as a personality that does not match what you thought before you took the test, you are probably right and the test is probably wrong!

EPI scales

The Jungian Holland Types Indicator is derived from the work of the great Carl Jung and John Holland and basically presents statements that are designed to provide information about you in relation to the personal styles postulated by Jung and the career types as proposed by John Holland. Carl Jung developed many psychological concepts including the archetype, the collective unconscious and synchronicity, in addition to a conceptual model of classifying personal styles, or ways of interacting with the world around us, which included three psychological spectrums.

  • Extraversion – Introversion (E – I) How our energies flow.

The difference between Extraversion and Introversion is related to how you get your energy and where you focus your attention. Extraverts get their energy and inspiration by being around others and focussing their attention outwards on the world around them, whereas Introverts are the most creative when they can work alone, observing and reacting to their world through their thoughts, feelings and ideas. The inner world is more important than the outer world. Basically then, Extraverts are action oriented, while introverts are thought oriented. Extraverts seek breadth of knowledge and influence, while introverts seek depth of knowledge and influence. Extraverts often prefer more frequent interaction, while introverts prefer more substantial interaction. Extraverts recharge and get their energy from spending time with people, while introverts recharge and get their energy from spending time alone.

  • Sensing – Intuition (S – N) How we learn information

Sensing and Intuition is about how the individual processes information from the world around them. Sensing people tend to be practical and realistic people, where Intuitive people tend to be more abstract and imaginative. Sensing people will talk about facts and concrete things whereas Intuitive people tend to talk about their gut feelings about something and conclusions not necessarily based on the facts of the matter. Sensing and intuition are the information-gathering (perceiving) functions. They describe how new information is understood and interpreted. Individuals who prefer sensing are more likely to trust information that is in the present, tangible and concrete: that is, information that can be understood by the five senses. They tend to distrust hunches, which seem to come “out of nowhere”. They prefer to look for details and facts. For them, the meaning is in the data. On the other hand, those who prefer intuition tend to trust information that is more abstract or theoretical, that can be associated with other information (either remembered or discovered by seeking a wider context or pattern). They may be more interested in future possibilities. They tend to trust those flashes of insight that seem to bubble up from the unconscious mind. The meaning is in how the data relates to the pattern or theory.

  • Thinking – Feeling (T – F) How we make decisions

Thinking people tend to rely on logic and reason, whereas Feeling people make decisions based on their values, relationships and personal concerns. Thinking people tend to prefer occupations that involve the use of analytical, technical and sceintific skills, while Feeling people prefer to make a difference in people’s lives working in careers such as such as nursing and social work, for example. Thinking and feeling are the decision-making (judging) functions. The thinking and feeling functions are both used to make rational decisions, based on the data received from their information-gathering functions (sensing or intuition). Those people who prefer thinking tend to decide things from a more detached standpoint, measuring the decision by what seems reasonable, logical, causal, consistent and matching a given set of rules, while those who prefer feeling tend to come to decisions by associating or empathizing with the situation, looking at it ‘from the inside’ and weighing the situation to achieve, on balance, the greatest harmony, consensus and fit, considering the needs of the people involved. Thinkers usually have trouble interacting with people that are inconsistent or illogical, and tend to give very direct feedback to others. They are concerned with the truth and view it as more important than being tactful.

Isabel Briggs Meyers added a fourth spectrum in the development of the Meyers Briggs Type Indicator (MBTI)

  • Judging – Perceiving (J – P) How we deal with the world.

This spectrum concerns how you prefer to organize your life. Judging people prefer structure, planning, predictability and organisation, whereas, Perceiving people prefer spontaneity and flexibility. Judging people like to keep everything neat and tidy, and they like to stay on a schedule, whereas, Perceiving people prefer to do things at the last minute and enjoy frequent adventures.

The combination of these four spectrums reflects a specific personal style type, and knowing your personal style type can assist you to understand your motives, needs and preferences and help you plan for the future in terms of career choice and indeed, life planning overall.
The purpose of learning about your personality type is to help you understand yourself better. When you know what motivates and energizes you, it helps you to seek opportunities that most suit the way you are. This insight also helps improve your relationships with others. The more you recognize your own tendencies, the better you are able to monitor and control your behaviour around others. When you know the personality types of those around you, you can use that information to improve the way you work and communicate with each other.
For example, Thinking people and Feeling people often have a challenging relationship. The thinking types can’t understand the need to agree, because they see debate as a healthy way to discover the truth. They enjoy debate and see conflict as a natural part of a relationship. However, feeling people, on the other hand, can’t understand why someone would want to argue, because they’re focused on having harmony in their relationships. This is an example of where knowledge of the other’s personal style can help build and maintain relationships.

A brief overview of each personal style type.

ESTJs are hardworking traditionalists, and they like to take on leadership positions. They respect tradition and hierarchy and prefer order. They rely on experience and logic and like to get things done in a systematic , structured and organised fashion. Types of careers that may appeal to the ESTJ personal style type can include, pilots, police officers, paralegal, military, business administrators, managers, police/detective work, judges, financial officers, teachers, sales representatives, government workers, insurance agents, underwriters, nursing administrators, trade and technical teachers. Tough, no nonsense natural leaders, they work best when they are in charge and enforcing the rules.

ESFJs are conscientious helpers who are generous with their time and are sensitive to both the feelings of others and the perception that others have of them. They are serious, practical, productive and keep regular schedules. Careers that can appeal to the ESFJ personal style type can include, dental assisting, massage therapy, paralegals, ministers, nursing, teaching, administrators, child care, GP, clergy, office managers, counsellors, social workers, bookkeeping, accounting, secretaries, organizational leaders, radiology, receptionists, religious educators, speech pathologists. Basically, this personal style type excels in jobs where they can apply their natural warmth at building relationships with other people.

ISTJs are responsible organizers. Although introverted, ISTJs like to participate and understand where they fit in organizations. They value predictability more than imagination and are logical and methodical in systematically solving problems. Careers that can appeal to the ISTJ personal style type can include, computer programmers, stockbrokers, pharmacists and surgeons, business executives, administrators and managers, accountants, police, detectives, judges, lawyers, medical doctors, dentists, systems analysts, computer specialists, auditors, electricians, math teachers, mechanical engineers, steelworkers, technicians. Like the ESTJ type, they have a knack for detail and memorization, but work more behind the scenes instead of up front as a leader.

ISFJs are industrious caretakers who are motivated to provide and protect others. They appreciate tradition and seek to preserve values and standards. ISFJs work best and are most committed when their duties involve the welfare of others. Careers that can attract ISFJs include, graphic artists, radiology technicians, nutritionists, funeral directors, Interior decorators, designers, nurses, administrators, managers, secretaries, child care/early childhood development, social work, counselors, paralegals, clergy, office managers, shopkeepers, bookkeepers, homemakers, gardeners, clerical supervisors, curators, GPs, health service workers, librarians, medical technologists, typists. Tradition-oriented and down-to-earth, they do best in jobs where they can help people achieve their goals, or where structure is needed.

ENTJs are strategic leaders who like to organize change. They are quick to see new solutions to problems. They tend to be blunt and critical but are good at making logical but often tough decisions to accomplish their goals. Career areas attracting ENTJs include, financial planners, business consultants, physicians and attorneys, business executives, CEOs, organization founders, business administrators, managers, entrepreneurs, judges, lawyers, computer consultants, university professors, politicians, credit investigators, labor relations worker, marketing department manager, mortgage banker, systems analysts, scientists. They are born to lead and can steer the organization towards their vision, using their excellent organizing and understanding of what needs to get done.

ENTPs are inspired innovators who seek to understand people, systems and values without applying judgment. They are easygoing but often take the upper hand in debates and love to offer critical analysis. They tend towards careers such as, photographers, architects, public relations specialists and human resource recruiters, entrepreneurs, lawyers, psychologists, photographers, consultants, sales representatives, actors, engineers, scientists, inventors, marketers, computer programmers, comedians, computer analysts, credit investigators, journalists, psychiatrists, public relations, designers, writers, artists, musicians, politicians. Very freedom-oriented, they need a career which allows them to act independent and express their creativity and insight.

INTJs are analytical problem solvers and intellectuals who enjoy analysis and complex problem solving. They typically don’t like to be around people, who can be unpredictable and sometimes illogical. INTJs put a committed, concentrated effort on achieving their goals. They are usually attracted to career areas such as, computer programmers, astronomers, graphic designers and financial planners, scientists, engineers, professors, teachers, medical doctors, dentists, corporate strategists, organization founders, business administrators, managers, military, lawyers, judges, system analysts, computer specialists, psychologists, photographers, research department managers, researchers, university instructors, chess players. They have a particular skill at grasping difficult, complex concepts and building strategies.

INTPs are theoretical innovators who can get so absorbed in thought that they often become oblivious to the world around them. They are nontraditional and prefer their own unconventional way of doing things rather than following the crowd. Careers and jobs that attract the INTPs can include, psychiatrists, photographers, web developers, neurologists, physicists, chemists, biologists, photographers, strategic planners, mathematicians, university professors, computer programmers, computer animators, technical writers, engineers, lawyers, forensic researchers, writers, artists, psychologists, social scientists, systems analysts, researchers, surveyors. Highly analytical, they can discover connections between two seemingly unrelated things, and work best when allowed to use their imagination and critical thinking.

ESTPs are energetic thrill seekers who work well under pressure or in an emergency. They are logical, practical problem solvers who are quick on their feet to fix challenges at hand but often put old tasks on the backburner. ESTPs are natural athletes and risk takers who can sometimes be abrupt and insensitive.ESTPs types can be attracted to positions including, sales representatives, marketers, police, detectives, paramedics, medical technicians, computer technicians, computer technical support, entrepreneurs, comedians, agents, race car drivers, firefighters, military, loan sharks, con men, auditors, carpenters, craft workers, farmers, laborers, service workers, transportation operatives. They have a gift for reacting to and solving immediate problems, and persuading other people.

ESFPs are vivacious entertainers. They are spontaneous and fun-loving. ESFPs are warm, talkative, charming and affectionate but they can easily become over-extended or unfocused by over-committing themselves with too many hobbies, tasks and friends. Careers enjoyed by the ESFPs can include, drama or music teachers, emergency room nurses or physicians, travel agents or dental assistants, actors, painters, comedians, adult entertainers, sales representatives, teachers, counselors, social workers, child care, fashion designers, interior decorators, consultants, photographers, musicians, human resources managers, clerical supervisors, coaches, factory supervisors, food service workers, receptionists, recreation workers, religious educators, respiratory therapists.. Optimistic and fun-loving, their enthusiasm is great for motivating others.

ISFPs are gentle caretakers who have a strong aesthetic sense and enjoy the arts. They are flexible and spontaneous but deeply loyal to loved ones and causes that matter to them. ISFPs often don’t prefer to be in a leadership role but are good at building trust and leading by example. Careers that can attract the ISFP personal style type can include, preschool teachers, fashion designers, opticians and respiratory therapists, artists, musicians, composers, designers, child care workers, social workers, counsellors, teachers, veterinarians, forest rangers, naturalists, bookkeepers, carpenters, personal service workers, clerical supervisors, secretaries, dental and medical staffers, waiters and waitresses, chefs, nurses, mechanics, physical therapists, x-ray technicians. They tend to do well in the arts, as well as helping others and working with people.

ISTPs are observant artisans and put a practical understanding of how things work to good use. They get bored easily by theory but prefer working with mechanical things rather than interacting with people. Careers commonly preferred by the ISTP personal style type can include, landscape architects, software developers, firefighters, police, detectives, forensic pathologists, computer programmers, system analysts, computer specialists, engineers, carpenters, mechanics, pilots, drivers, athletes, entrepreneurs, paramedics, construction workers, dental hygienists, electrical engineers, farmers, military, probation officers, steelworkers, transportation operatives. With the ability to stay calm
under pressure, they excel in any job which requires immediate action.

ENFPs are people-centered creators who are excellent communicators and storytellers. They like to use their creativity to help others and are often involved in humanitarian causes. ENFPs are curious and often have a wide range of interests and friends from many backgrounds. Careers usually preferred by the ENFP personal style type can include, marketing consultants, teachers, massage therapists and musicians, actors, journalists, writers, musicians, painters, consultants, psychologists, psychiatrists, entrepreneurs, teachers, counselors, politicians, diplomats, television reporters, marketers,
scientists, sales representatives, artists, clergy, public relations, social scientists, social workers. Very creative and fun-loving, they excel at careers which allow them to express their ideas and spontaneity..

ENFJs are idealist organizers and are often found as enthusiastic leaders, especially in humanitarian projects. They have an ability to see the potential in people and often play the important role as a mentor. Although they are extroverted, they still need time alone to rejuvenate. ENFJs personal style types can be attracted to careers areas such as, journalists, social workers, chiropractors and graphic designers, teachers, consultants, psychiatrists, social workers, counsellors, clergy, sales representative, human resources, managers, events coordinators, politicians, diplomats, writers, actors, designers, musicians, religious workers, writers. They have a gift of encouraging others actualize themselves, and provide excellent leadership.

INFPs are imaginative idealists who are guided by their set of values and what they believe is right. They are not motivated by money or status but instead use their creativity and originality to help others. They are usually unconventional and independent. INFPs are usually attracted to career areas including, graphic designers, massage therapists, librarians and architects, writers, artists, counselors, social workers, English teachers, fine arts teachers, child care workers, clergy, missionaries, psychologists, psychiatrists, scientists, political activists, editors, education consultants, journalists, religious educators, social scientists. Driven by a strong sense of personal values, they are also highly creative and can offer support from behind the scenes.

INFJs are creative nurturers who have a talent for helping others solve personal challenges using creative solutions. They often have a vision for a happier and more ideal future, but they are also motivated and persistent in making their vision a reality. INFJs can be attracted to careers such as, career counsellors, nutritionists, social workers and fundraisers, counsellors, clergy, missionaries, teachers, medical doctors, dentists, chiropractors, psychologists, psychiatrists, writers, musicians, artists, psychics, photographers, child care workers, education consultants, librarians, marketeers, scientists, social workers.. Blessed with an idealistic vision, they do best when they seek to make that vision a reality.

John Holland

 John Holland proposed that there are six key career categories/types including, Realistic, Investigative, Artistic, Social, Enterprising and Conventional. The theory is concerned with the evaluation of how people approach and deal with life situations and Holland found that most people have a combination of styles. 

The Realistic type or “doer” is someone who likes to work mainly with their hands by making and fixing things, assembling or operating equipment. They sometimes prefer working outdoors and find joy with varying types of manual labor. A realistic individual work well with tools, machines and mechanical drawings. Valuing practical things you can see and touch, they also often see themselves as practical and mechanical. They work best alone or with other realistic people and they are compatible with Investigative and Conventional people. Examples include, Carpenter, Electrician, Pilot, Engineer, Mechanic.

The Investigator or Thinker person is drawn to maths/science/technically related problems and prefer to work with others that are sensing and grounded. They are precise and intellectual in their approach. They work best with other investigators in teams. related problems. They are not skilled negotiators but prefer working with others who are grounded. They see themselves as precise and intellectual and like to be acknowledged for their achievements. They get on with Realistic and Artistic people. Examples here include, Biologist, Mathematician, Software development, Surveyor, Pharmacist. 

The Artistic or Creator personality includes the people who are primarily expressive and independent. They are drawn to the creative and expressive arts including writing and music. They dislike repetition and convention.  This group of individuals value others who are expressive and independent. They naturally admire the creative arts including writing and music. They see themselves as expressive and original and prefer to avoid highly ordered or repetitive activities.  They enjoy working in groups but only if they are allowed expressive freedom and are encouraged to share their ideas.  They get on with Investigative and Social people and career examples include, Graphic Designer, Musician, Book Editor, Art Teacher,  Actor. 

The Social or Helping personality type value being able to provide services to others and they prefer to work closely and directly with others. They prefer to work in teams and towards a common and ethical good. They get on with Artistic and Enterprising people and career examples include,  Counselor, Psychologist, Librarian, Social Worker, Nurse, Physiotherapist.

Enterprising and Persuader types prefer opportunities to lead and persuade others and indeed, this group was “born to sell”. They value business and politics and see themselves as being people persons and ambitious for success in life. They do not prefer the company of scientific and technical people and need to work with others in groups. They are compatible with Social and Conventional people and career examples include, Sales Manager, Real Estate Agent, School Principal, Lawyer, Hotel/Resort/Venue Manager.

The Conventional or Organiser types prefer to work with numbers, records or machines, rather than people or ideas and they typcially enjoy repetition, order, structure and protocol. They dislike open ended, ambiguous activities. They like and work well to direction. They value success in business and politics or banking, for example, and work best in small well defined groups. They are compatible with Realistic and Enterprising people and examples include, Bookkeeper, Secretary, Bank Teller, Administrator, Personal Assistant, Public Servant.