Career tests and assessments can provide a bonanza of information that might take years to get any other way. Some of them measure interests, others aptitudes, and yet others measure values. They can deliver an objective message about what part of a person’s behaviors or personality might get in the way of executing a plan and what he or she can do to mitigate the challenges. They may also point out strengths they can leverage more deliberately and consistently.

New York City business psychologist Wendy Alfus-Rothman, Ph.D., a PPI associate who specializes in career management for executives, says, “I see clients every day who thought they were in control of a plan and are now in various states of shock that those plans have become obsolete over night.” She says some are angry and others worried, but in many cases, “the bottom line is they’re short on ideas and looking for external guidance.” She adds, “The field of psychological testing has evolved dramatically over the past 50 years and has much to offer anyone who needs to get their work life back on track.”

“If used properly, formal career assessment is one of the fundamentals,” says Alfus-Rothman. “A good assessment,” she says, “gets at the barriers a person is likely to create and helps them see what can be done to overcome the tendency to block success.”




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