Self
Developing an understanding of yourself is a critical component of the career planning process, which is why self assessment is often the first step that is taken. Whatever career plans you are making, it is important to do some assessment of your own career strengths in order to make an informed career decision.
This section addresses the first component, Self Awareness, of the Career Planning Model. Whatever your career move, most people start with themselves and do a formal or informal assessment of their own career strengths. It is important to assess these strengths in terms of what you have to offer now and what you want to develop for the future.
Self assessment
Your values
Your values are the principles or ideals that you regard as important. They tend to govern your choices in life and work. They can either be stabilising influences or sources of motivation for your actions.
- Your values become strengths or selling points when they match the requirements of the position and the company culture.
- You will likely do well and be happier in work that is aligned with your values.
- You would not do well or be as happy with a position when there is a mismatch between the position and your values.
Value - Explanation:
- Accomplishment- Having the sense that you have done well.
- Advancement - Having the opportunity to get ahead.
- Aesthetic - Caring about beauty and harmony.
- Altruism - Helping others
- Challenge - Having opportunities to be 'stretched'.
- Community - Living where you can be involved in the community
- Contact with people - Having a lot of contact with people
- Competition - Having opportunities to compete against others.
- Creativity - Developing new ideas, things or strategies.
- Economics - Having the money to lead the kind of lifestyle you choose.
- Expert - Being known as an expert in your field.
- Flexibility - Being able to set your own working schedule.
- Independence - Being able to do things the way you want to do them.
- Integrity - Working in a way that is consistent with your values.
- Learning - Opportunity to be learning new things.
- Physical challenge - Doing activities that are physically demanding.
- Power - Being in a position of influence.
- Pressure - Working to meet deadlines.
- Prestige - Becoming well-known and respected.
- Recognition - Being admired and rewarded.
- Risk - Doing things that involve some level of risk.
- Routine - Having similar tasks and duties each day.
- Security - Knowing that your work will always be there.
- Team work - Having opportunities to work in a team.
- Variety - Having your tasks and duties change each day.
- Working alone - Working on your own and having little contact with others.
Your skills
Your skills are critical strengths to employers. They represent to an employer:
- What you can do for them
- What skills you already have to offer
- What skills do you want to use and improve on in your work?
Knowing your skills and how you can use them is essential to marketing yourself successfully in a resume and an interview.
Work-content or Professional/Technical skills
Work content skills, also referred to as professional or technical skills, are very specific to an occupation. These skills are what you technically know that enables you to do the job. These hard skills are often identified as qualifications for specific jobs.
- Knowing computer languages is a work content skill for a computer programmer or a specialized communication skill
- Being able to write press releases, is a work content skill for a public relations specialist.
- Developed through on the job training or in formal courses.
- Specific skills required to perform a particular occupation.
- Examples: theatrical production skills, market research skills, psychological assessment
Transferable skills
Transferable skills are more general skills, which are useful in a variety of occupations. These skills are in high demand. Job searchers often make the mistake of thinking that these skills are not important - but they can be the deciding factor in hiring.
- Critical thinking skills, written communication skills and research skills
- Natural-born talent and/or developed through training or schooling.
- Versatile skills that are transferable between occupations.
- Examples: communication, analytical thinking, research skills
Self management skills
Self-management skills are important, marketable skills that are based in your temperament or personality. These are the skills that allow you to get along with people or to manage your environment effectively. These skills are learned early in life at home and at school.
- Based in temperament and refined in early years at home or at school.
- Skills that allow you to manage the environment and the people in it.
- Examples: dependability, enthusiasm, initiative, organization
Your interests
- What interests you?
- What types of work related activities are you the happiest doing?
- Being aware of what interests you helps you choose work that you will be happy doing.
Prospective employers want to be sure that the position you have applied for match your interests. When your interests match the activities involved in the work they are strong assets.
If you are unsure of your interest areas or wonder what positions can match your interest areas Holland's Interest Themes can help.
Realistic
People in the realistic theme are practical, aggressive and have good physical skills. They enjoy the outdoors and working with tools and machines. They may be uncreative with words but they enjoy making things with their hands. Occupations which fit this theme are outlined below.
- Laboratory technologist
- Engineer
- Horticulturist
- Naturalist
- Mechanic
Investigative
Science and science related interests dominate this theme. Investigative people are creative and original in their ideas, and they enjoy challenges and solving difficult problems. Occupations which fit this theme are outlined below.
- Engineer
- Social scientist
- Biologist
- Chemist
- Computer analyst
- Medical doctor
- Geologist
- Mathematician
Artistic
Artistic people are usually less assertive about their abilities; however, they express themselves well in artistic forms. Their ideas are original and usually unconventional. Most are independent, sensitive and emotional.
- Computer programmer
- Personnel
- Artist
- Dramatist
- Entertainer
Social
Social people are cheerful, popular leaders who genuinely care about others. They express themselves well and enjoy attention. They relate better to solving human problems than scientific ones.
- Industrial relations manager
- Guidance counsellor
- High school teacher
- Recreation director
Enterprising
The energetic people of this theme like power, status and wealth. They enjoy persuading others with their dominant, self-confident, enthusiastic ways.
- Operations management
- Industrial relations
- Personnel
- Politics
- Merchandising
Conventional
Conventional people usually prefer more routine tasks. These are the conventional, stable, well-controlled, dependable people of the organisation. They value money and status; however, they do not seek leadership.
- Accountant
- Financial controller
- Credit manager
- Tax consultant
- Computer programmer
- Geologist
- Laboratory technologist
- Mathematician
Your expectations on working conditions
Working conditions are specific to each working situation and are difficult to assess until you have an offer for work from an employer. Usually people rate working conditions as less critical in their overall criteria, but they are important factors to consider before you make the choice.
Working conditions:
- Geographic location
- Flexible hours - control over own schedule
- Shift work
- Regularly scheduled work - little or no overtime
- Job security
- Vacation time
- Benefit package - sick leave, dental insurance etc
- Indoor work
- Outdoor work
- Combination of indoor/outdoor work
- Working under pressure
- Working in a relaxed atmosphere
- Working with little supervision
- Working with moderate supervision
- Working with extensive supervision
- Involves constant traveling
- Involves some traveling
- Involves no traveling
- Small organisation - less than 50 employees
- Moderate-sized organisation - 50-200 employees
- Large organisation - over 200 employees
- Merit pay - based on evaluation work
- Incremental pay - based on years of employment