Top Career Assessments to Identify Your Strengths and Ideal Job
Career Assessments: Tools to Help You Make Smarter Career ChoicesHave you ever taken a career test and been told you’d make a great funeral director, scientist, or salesperson, when none of those appealed to you? Whether you’ve had a less-than-helpful experience in the past or have never tried one, career assessments can be powerful tools for identifying your strengths, interests, and ideal job fit. The right career test can help you uncover career options you may not have considered, understand why you feel unfulfilled in your current role, and even give you the insights needed to write a more focused, targeted résumé. What is a Career Assessment and Who is it for?In simplest terms, career assessments are tools that are designed to help individuals understand how a variety of personal attributes (i.e., values, interests, motivations, behavioral styles, aptitudes, and skills) impact their potential success and satisfaction with different career options and work environments. Assessments of some (or all) of these attributes are often used by individuals or organizations, such as university career services centers, career counselors, outplacement firms, HR staff, executive coaches, vocational rehabilitation counselors, and guidance counselors, to help individuals make more informed career decisions. These decisions may be on the front-end, as in, “What are some suitable career options I should pursue?”, but they are also beneficial for helping experienced professionals assess why they are feeling unfulfilled in their current occupations or worse yet, totally “burned out.” Additionally, some individuals are “thrust” into exploring careers because the career path they were on is no longer viable, either because of industry, economic, or life changes. Career assessments can help you learn about occupations that are a good match for you, identify skills you bring to a job, and/or decide where you need training, consider careers you may not have thought about before, and even help you write a more personal, focused résumé. In short, a career assessment can help you make the best career decisions to grow both personally and professionally. However, there are some drawbacks. Although the results of an assessment may provide some enlightenment and options, it may not address your particular issues and needs. Additionally, some of the best assessment tools require the help of a qualified professional to ensure you interpret and apply the results correctly (lest you find yourself on a path to working in a funeral home!). Also, keep in mind that many of the assessments are based on your view of yourself, and we are often unaware of our strengths, weaknesses, and ingrained misperceptions. Assessment Tools: The BasicsWhether completed online or in print (paper and pencil), the majority of assessments are administered in the form of a questionnaire. You may be asked to choose from a group of options, select from terms that are most like you or least like you, or rate activities as those you most enjoy/least enjoy. Each assessment is scored against characteristics of various occupations; the skills/abilities, interests, values, and motivations required to effectively perform and enjoy the occupation. Assessment results are not randomly matched to occupations. The Standard Occupational Classification (SOC) System, a United States government system of classifying occupations, is used by U.S. federal government agencies collecting occupational data. This system enables comparison of occupations across data sets. The SOC covers all occupations in which work is performed for pay or profit and reflects the current occupational structure in the United States. On the other side of the equation are the tools themselves, which are drawn from research studies, collected data, and theories developed by psychologists. Several well-known and popular assessments are modifications based on these studies. Free or Fee?There are many fee-based assessments that a qualified career counselor can administer, score, and interpret, as well as many free career assessments available on the Internet. You may find it helpful to take more than one assessment to help you determine which evaluation provides the most reliable and useful results for you. If you find that the same career options are being suggested by more than one assessment, it’s worth exploring in greater detail. Online assessments vary considerably in terms of interactivity, what they measure, what kind of results they provide, and whether they really are cost-free. Some tests provide only a short list of possible careers; others are highly detailed reports. Some assessments are totally free, others provide you with one level of results for free, but offer more detailed results for a fee. A few words of caution about taking an assessment online versus working directly with a qualified career services professional: Many assessments offered on the Internet lack evidence for validity and reliability. And when you register by providing your personal contact information, you are opening the door to future marketing and promotions from the assessment provider. Personality Style AssessmentsPersonality style assessments are probably the most common type of assessment. Although they go by different names, are administered in different ways, and present their findings differently, most are rooted in the Holland theory, the best-known and most widely researched theory on the topic of personality and career choice. John Holland made it his life’s work to look at people and work environments. In 1985, he developed a classification system of personalities and work environments. According to Holland, in our culture, most people fall into one of six personality types:
Each personality type has a parallel work environment. People of the same personality type working together create a work environment that fits their type. People who choose to work in an environment similar to their personality type are more likely to be successful and satisfied. Holland created a hexagon model that shows the relationship between the personality types and environments.  John Holland’s Career Personality Types – RIASEC Model for Career Planning Assessments developed around the Holland theory link vocational interests to job families. For most people, two or three styles are stronger than the others. Like people, careers often reflect a combination of two or three of these areas. When you complete an assessment developed around Holland’s theory, you are presented with a three-letter RIASEC, or Holland Code, that represents the three personality types that best describe your work personality. For example, you might be EAS, which means enterprising, artistic, and social, or CEI, which translates to conventional, enterprising, and investigative. There is also a list of related careers and fields of study that correspond with your code. To benefit from this theory, you must use the following:
John Holland’s Self-Directed Search (SDS)Perhaps one of the simplest assessments developed around Holland’s theory, the SDS career assessment and exploration tool matches your aspirations, activities, and talents to the career choices and educational opportunities that fit you best. The online assessment takes about 20 minutes to complete, and a customized interactive report is generated at the end. The fee for the online test and comprehensive, customized report typically ranges from $9.95 to $20.00, depending on the version and vendor. Learn more here: http://www.self-directed-search.com. Keirsey Temperament Sorter (KTS)Also developed around the Holland theory, the KTS is a self-assessed personality questionnaire designed to help people better understand themselves and others. One of the most widely used personality assessments in the world, the KTS links human behavioral patterns to 4 temperaments and 16-character types. Keirsey’s four temperaments are referred to as Artisan, Guardian, Rational, and Idealist. These four temperaments can be further subdivided, often referred to as “Character Types.”  Keirsey Temperament Sorter – Four Temperaments and Sixteen Character Types The assessment consists of 70 questions, with two choices for each question. Once the assessment is scored and your personality type is revealed, there are detailed profiles that describe the characteristics of that type. You can take the KTS for free online and receive a free temperament report. You can also purchase the Career Temperament Report that provides suggested career matches, tips on communication/interpersonal skills, and insight on navigating the job market based on your personality type. Retail Price: The pricing for detailed reports and additional resources varies. Expect to pay around $19.95 for a comprehensive report or access to additional features. Learn more here: https://keirsey.com/. Myers-Briggs Type Indicator (MBTI)One of the world’s most popular personality tools, the MBTI assessment uses a multiple-choice questionnaire to identify your preferred way of doing things. Similar to the Keirsey Temperament Sorter, your natural preferences sort into one of 16 distinct patterns of behavior, called personality types, that are framed around how you:
These personality types are represented by specific letters. These designations are:
The underlying assumption of the MBTI is that we all have specific preferences in the way we view our life experiences, and these preferences underlie our interests, needs, values, and motivation. Knowing your Myers-Briggs personality type gives you a better idea of what makes you tick and how this translates into all aspects of your life, including your career. Hundreds of independent studies have established the MTBI’s validity, and its reliability has been proven statistically. You can take the Myers-Briggs assessment online, receive a report, and access an MBTI tool that will provide you with actionable tips and articles for your personality type. To ensure you are accessing the authentic online instrument, log on to https://www.mbtionline.com. The fee is typically around $50-$70, depending on the report level and vendor. For career-related assessments, visit https://www.mbtionline.com/en-US/Products/For-your-career, where career tests are listed at about $80.00. There is also a referral network that will help you locate a career counselor who is certified in the use of the MBTI instrument, which you can access through the following site: https://asia.themyersbriggs.com/consulting/career-management/career_coaching/ True ColorsCarolyn Kalil’s Personality Assessment (True Colors) is a personality system that is modeled as a graphical presentation of both Keirsey’s Temperament Sorter and the Myers-Briggs Type Indicator. True Colors differentiates the four personality types as Gold, Blue, Green, and Orange. This free assessment asks you to choose one of two ways to finish 36 statements. When finished, you will be provided with web-based results in terms of four colors, with one-paragraph descriptions of each. The results can help you define your skills and talents, and possibly direct you to various career paths. You can access the assessment here: https://my-personality-test.com/true-colours Carolyn Kalil’s True Colors also offers an assessment (http://www.innerheroes.com/quiz.asp) valued at about $40.00. Kalil’s book, “Follow Your True Colors to the Work You Love”, provides additional insight about your “true self” and how to find your path to career success. DISCDISC is a needs-motivated, observable behavioral profiling system that measures the energy put into approaching problems and challenges, influencing and coping with people, steadying, and facing the environment, and complying and justifying rules and details. DISC measures our underlying emotions, needs, fears, and the primary concerns that drive behavior. DISC is notably easier to understand than the more complicated MBTI and is more intuitive to read and apply. DISC is also based on four basic styles and is simple and practical, even with the scoring process allowing for nearly 20,000 different combinations of plotting points for determining the uniqueness of people (the MBTI offers only 16 combinations of 4 different letters). The DISC measures your tendencies and preferences, your patterns of behavior. It does not measure intelligence, aptitude, mental health, or values. This assessment breaks down four core behavior styles, each represented by a letter:
This assessment contains 28 groups of four words or statements. Through self-selection, you choose words that are most like you and words that are least like you, and through those responses, the report reveals your behavioral style and communication preferences. Not only does it describe the real (natural) you, it also identifies your style and preferences as you display them according to your perception of the demands of your environment (your adapted style). One of the most widely used assessments by professionals in the career services industry is the DISC Career Style Report. It provides value to job seekers who are starting their careers, returning to the workforce, or in transition and unsure about the best career path. The fee for this online assessment and comprehensive report is about $80.00, and it can be found here: https://discinsights.com/products/disc-career-report-online. Gallup’s CliftonStrengths Assessment (formerly Clifton Strengths Finder)Research conducted by Gallup, Inc. revealed that people are more productive, perform better, and are more engaged when they identify their natural talents and develop them into strengths. The assessment measures your “talent DNA” based on the order of 34 themes of talent, which are sorted into four domains:
Your distinct combination of the 34 CliftonStrengths themes is your code; the pattern of talents that make you unique. Gallup’s research has proven that the odds are 1 in 33 million that someone shares the same “top five” combination of themes as you! This online assessment, which takes about an hour to complete, asks you to choose from 177 paired statements the one that best describes you. When you complete the CliftonStrengths, you will receive a personalized report, resources, and tools. You can access the assessment here: https://www.gallup.com/cliftonstrengths/en/252137/cliftonstrengths-online-assessment.aspx. There are three options to choose from, with prices typically ranging from $24.99 for your Top 5 Strengths to $59.99 for all 34 Strengths, with other packages available. Interest AssessmentsAn interest assessment can help you identify careers that meet your interests. Interest assessments usually ask you a series of questions about what you like and don’t like to do. The premise is that when you choose a career that matches your overall interests, you’re more likely to enjoy your job. Motivational Appraisal of Personal Potential Assessment (MAPP)The MAPP career assessment is perhaps one of the most widely used tools for finding a career that fits with your interests. It consists of 71 questions regarding your “likes” and “dislikes” and takes approximately 20 minutes to complete. The results are correlated with the Strong Interest Inventory and linked to an O*Net database of over 1,000 jobs/career options. You can see what jobs are the best fit, along with the education needed and career outlook. You can access the assessment online at http://www.assessment.com. There is a free option, which will provide you with some “teaser” results. Fees to receive a full report typically vary from $19.95 to $129.95, depending on the depth of the report and any bundled services. The O*NET Interest ProfilerThe O*NET Interest Profiler is a free 60-question assessment that measures your interests and shows how they relate to different careers. At the end of the Interest Profiler, you are presented with a list of careers that match your interests and preparation level. Try it here: https://www.mynextmove.org/explore/ip CareerOneStop’s Interest AssessmentCareerOneStop’s Interest Assessment is a quick 30-question assessment that identifies your interests and matches them to careers. Your profile considers the activities you like as well as those you dislike. Your profile is then compared to the profiles of a variety of careers, and the most similar matches are listed in your results. Access it here: https://www.careeronestop.org/Toolkit/Careers/interest-assessment.aspx. The Skills ProfilerThe Skills Profiler identifies your skills and matches them to careers that use those skills. Plan to spend about 20 minutes completing your skills profile. There is no charge to use the profiler. It is part of CareerOneStop’s free online services for job seekers. Take the Skills Profiler here: https://www.careeronestop.org/Toolkit/Skills/skills-matcher.aspx Comprehensive AssessmentsThe COPSystem consists of three assessments:
The CAPS measures your vocationally relevant abilities in eight areas:
A defining feature of this system is the unique way in which your occupational interests, abilities, and work values are measured and displayed in a single, comprehensive report. Your responses to each assessment will generate a personalized career profile that is organized around groups of jobs categorized into occupational clusters. The web-based COPSystem assessment takes a little more than an hour and a half to complete (20 minutes for the COPS, 60 minutes for the CAPS, and 20 minutes for the COPES). The cost typically begins at $13.00 per examinee for the digital version and goes up from there. For more information: https://www.edits.net/via/abilities Self-discovery is almost always an enlightening and often entertaining process. Consider taking one or more of the career assessments described in this report, and have fun! About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Skills-First Hiring
Skills-First Hiring Unveiled: Job Seekers’ Guide to AI-Driven SuccessThe buzz around generative AI and skills-first hiring has been impossible to ignore over the past couple of years. Aneesh Raman, the Chief Economic Opportunity Officer at LinkedIn, explored these trends by engaging with influential voices in the field, including Byron Auguste, Gerald Chertavian, and Sara Dionne. Their insights, focused on the transformative power of AI, shed light on how job seekers can navigate the changing dynamics of the job market. Byron Auguste: Unlocking Opportunities Beyond DegreesByron Auguste is the CEO and cofounder of Opportunity@Work. As the advocate for STARs (Skilled Through Alternative Routes), Byron Auguste champions the cause of the 70 million US workers who lack a traditional four-year degree but possess valuable skills acquired through diverse paths. According to Byron, AI presents an opportunity to reshape the rules by shifting the focus from exclusion to inclusion. Job seekers could benefit from AI screening that emphasizes skills rather than educational credentials. This shift has the potential to make overlooked talent more visible and create a more equitable job market, especially in industries facing persistent labor shortages. Byron encourages job seekers to envision a future where AI helps companies identify and appreciate the full spectrum of skills, aligning them with specific job requirements. Emphasizing measurable skills over degrees, he believes this approach could effectively address talent shortages in various industries. You may watch the interview here: https://youtu.be/spFSShWLUc4?si=VsiyhmMsmxSLx5jY For job seekers, platforms like LinkedIn Learning, Coursera, and edX offer a plethora of courses to acquire and enhance skills relevant to their career goals. Gerald Chertavian: Catalyzing Systemic ChangeGerald Chertavian is the senior advisor and founder of Year Up, where he tirelessly advocates for high school graduates and young adults without traditional degrees. According to Gerald, AI is the catalyst that will drive a significant shift towards skills-first hiring. He envisions a transformative period where AI necessitates a reevaluation of processes and practices in the workplace. To achieve this vision, communities must collaborate, sharing insights and working collectively to build a movement. Gerald optimistically anticipates that AI will force higher education to rethink its value proposition, potentially ushering in a meritocratic society. For job seekers, this signals a need to adapt and embrace a changing landscape where skills take precedence over conventional qualifications. You may watch the interview here: https://youtu.be/rziytX7k4i4?si=iXiZTbU6TcUhbYBp Job seekers can leverage platforms such as Udacity, Skillshare, and Pluralsight to gain hands-on skills and stay ahead in the rapidly evolving job market. Sara Dionne: Navigating a Transparent Labor MarketSara Dionne, Comcast's Chief Learning Officer, predicts that AI will bring much-needed transparency to the traditionally opaque labor market. Companies leveraging AI can clearly define the skills required for each role, empowering job seekers to make informed decisions about their career paths. Sara envisions a future where generative AI supports individuals in acquiring new skills rapidly, making career progression more accessible. You may watch the interview here: https://youtu.be/PCAStSbo95Y?si=Iby2ETU8fj4M8oLh For job seekers, online platforms like Skillsoft, Khan Academy, and Codecademy offer a diverse range of courses to enhance their skill sets and navigate the evolving job market. Final Thoughts: Investing in Future SuccessWhile the prospect of AI-driven skills-first hiring is exciting, job seekers may need to proactively engage in upskilling and adaptation. Training AI to assess job-relevant skills and objectively evaluating one's skill set becomes crucial. As Byron suggests, the companies that embrace this change early are likely to outperform those who lag behind. Job seekers are encouraged to recognize the evolving landscape, engage in continuous learning, and position themselves for success in a skills-first job market. Platforms like LinkedIn Learning, Coursera, edX, Udacity, Skillshare, Pluralsight, Skillsoft, Khan Academy, and Codecademy provide valuable resources for job seekers to enhance their skills and stay competitive. Remember, when you're ready to update or rewrite your resume to showcase your newly acquired skills, consider reaching out to a certified resume writer for expert guidance. Market-Connections Professional Resume Writing Services, available at https://www.market-connections.net, can help you craft a compelling resume that highlights your strengths in the ever-evolving job market. You May Also Like: About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Pre-Employment Tests Explained
What to Expect from Pre-Employment Testing: A Complete Guide for Job SeekersIf you are a new graduate entering the workforce or an experienced professional who is considering a job change, you might be surprised when you’re asked to take a test as part of the application and/or interview process. Although you may have been out of school for years, feelings of “test anxiety” can unexpectedly resurface. Pre-employment testing has been around for more than 50 years, and can take on many forms. Some tests, such as drug screenings and background checks, protect companies from hiring an applicant who may be a legal or security risk. Other tests help companies identify candidates who are the right fit for the job based on their skills, personality, values, and motivations. Some tests are administered as part of the “screening” process, narrowing down the pool of applicants to those who meet the basic requirements. Others are used as part of the “hiring” process; once a pool of candidates has been identified (or perhaps even initially interviewed), pre-employment tests can be used to further narrow the number of candidates being considered. Research indicates that the use of pre-employment assessments has only continued to grow. In 2024, the global pre-employment testing software market was valued at approximately $1.8B, projected to grow significantly, reflecting a widespread adoption driven by the need for data-driven hiring decisions (Source: Business Research Insights). This trend underscores that a vast majority of employers now leverage some form of pre-employment assessment. Companies increasingly rely on these tests to confirm applicants possess the skills they claim. According to various HR surveys, a significant percentage of firms will not hire job seekers found deficient in basic skills through pre-employment testing. With the median job tenure for employees aged 25 to 34 holding steady at 2.7 years as of January 2024 (Source: U.S. Bureau of Labor Statistics), hiring managers are increasingly turning to objective pre-employment tests. These tools help evaluate whether a candidate can perform the job effectively or learn the necessary skills quickly, aiming to reduce costly turnover. To the job seekers’ benefit, tests are more objective than résumé reviews, pre-interview screening calls, and unstructured interviews. Effective assessments are closely tied to the performance of a particular job. Ideally, there would be a correlation: candidates who do well on the test would do well in performing the job, and conversely, those who score poorly on the test would likely perform poorly on the job. Types of Pre-Employment TestsThe type of testing discussed here does not include drug and physical exams/ability tests and is distinct from the testing required to earn professional certifications and licenses (requirements established by law or by industry standards). The most commonly used assessments included in the pre-employment process fall into two broad categories. Some tests are closely focused on job-related skills and abilities (hard skills). For example, a software proficiency test, language proficiency exam, or a test that assesses physical and motor abilities. Others assess more personal information, such as personality traits, emotional intelligence, and personal values (soft skills). Job Knowledge Tests & Employment Aptitude TestsJob knowledge tests measure a candidate’s technical or theoretical expertise in a field. These kinds of tests are most useful for jobs that require specialized knowledge or high levels of expertise. For example, an accountant may be asked about basic accounting principles. Some companies invest in custom assessments for major categories of employees (like cable technicians), based on scores of high-performing employees. The results are predictive of performance, especially for low scorers. While job knowledge tests determine the applicant’s current level of knowledge or skill, cognitive or aptitude tests determine an applicant’s potential ability to perform the job functions once trained; in other words, an applicant’s capacity for learning the required skills to be successful if hired. These tests are usually written or oral and are used to measure a candidate’s reasoning (verbal, numerical, and inductive), memory, perceptual speed and accuracy, as well as skills in arithmetic and reading comprehension. Cognitive ability tests measure a candidate’s general mental capacity; what most people mean by “intelligence”, although true intelligence has many other aspects as well. These kinds of tests are much more accurate predictors of job performance than interviews or experience. All jobs require some degree of “people skills.” According to older research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center, 85% of job success comes from having well-developed soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills). With this in mind, the most widely used assessments measure soft skills. There are three general categories of tests to assess soft skills: personality tests, integrity tests, and emotional intelligence tests. Personality TestsWhen applicants apply for a job online these days, they are increasingly being asked to take personality tests, even before they exchange an email or have a phone interview with a hiring manager. Personality assessments can offer insight into a candidate’s cultural fit and whether their personality can translate into job success. The goal of these tests is to hire people who fit the profile of the ideal employee the organization is seeking. The use of personality tests continues to grow significantly, forming a substantial segment of the pre-employment assessment market. This trend is driven by several factors:
Many personality tests are now delivered online, where they can be processed immediately and evaluated against thousands of other candidates. The test format can vary from a brief written assessment to a long psychological examination. These tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Integrity TestsEmployee theft and fraud represent significant costs for companies. While lie detector testing is largely prohibited by law, pre-employment testing often includes integrity or honesty tests. These questions are designed to assess an applicant’s attitude and approach towards risky work behaviors, theft, lying, misuse of company resources (email, internet), drug and alcohol use, trustworthiness with confidential information, and personal responsibility including safety and dependability. Employee integrity tests take two forms: overt and covert. Overt integrity tests refer directly to dishonest and counterproductive behaviors (theft, cyber-loafing, absenteeism, etc.). Covert testing is personality-based. These tests assess integrity by proxy (e.g., conscientiousness). Emotional Intelligence TestingClosely related to integrity, emotional intelligence (EQ) is an individual’s ability to understand his or her own emotions and the emotions of others. Strong emotional intelligence is important for most jobs, and critical for some, since emotionally intelligent people can work well with colleagues, interact with the public, and handle disappointments and frustrations in a mature and professional way. In general, tests that measure EQ have some predictability of job performance. Applicant integrity and EQ are often assessed simultaneously. For example, some online applications might include scenario-based questions that reveal a candidate's judgment and empathy, such as: "While you are on break, a customer spills a large drink in a busy area of the restaurant. Cleaning the floors is the job of another team member, but he is taking a customer’s order. What would you do?" Legal and Ethical Considerations of Pre-Employment TestingPre-employment assessments are legal; however, companies are required to ensure that their testing does not discriminate based on race, color, sex, national origin, religion, disability, or age. In other words, the test must comply with Equal Employment Opportunity (EEO) laws. To accomplish this, tests must be properly administered (the same to all candidates), validated (measure what they are designed to measure), and related to the job to which you’re applying. The Americans with Disabilities Act (ADA) makes it unlawful for private employers with 15 or more employees, and local, state, and federal government employers, to discriminate against qualified applicants with disabilities. This means that employers to whom the ADA applies must take care that any pre-employment testing analyzes skills and does not screen out disabled candidates simply because they are disabled. To best comply with the requirements of ADA, employers should, whenever possible, avoid giving a pre-employment test that may pose problems for persons with impaired sensory, speaking, or manual skills (and certain learning disabilities, such as dyslexia), unless it is designed to assess skills required to perform the job. Under the doctrine of disparate impact, employers also may not use hiring practices that, even though neutral on the surface and applied to all applicants, disproportionately exclude members of a protected category. The first U.S. Supreme Court case addressing the issue involved a company’s high school diploma requirement for screening labor applicants. Although the employer was not acting intentionally, this requirement excluded a substantially higher number of African-American applicants than it did Caucasians. The rise of AI in hiring has intensified scrutiny on algorithmic bias, requiring companies to conduct bias audits and ensure fairness in AI-driven assessment tools. (Source: K&L Gates, 2025 AI and Employment Law Review). The Employee Polygraph Protection Act (EPPA) of 1988 prohibits most private employers from using lie detector tests, either for pre-employment screening or during employment. Employers generally may not require or request any employee or job applicant to take a lie detector test or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test, or for exercising other rights under the Act. Certain exceptions apply, such as armored car personnel and personnel employed in public safety occupations. How to Prepare for a Pre-Employment TestJob knowledge and aptitude tests are nothing to be afraid of. And, approached with the right attitude, an assessment is a great opportunity for job seekers to stand out from the competition. Most personality tests are designed to be used by psychologists. However, there are some tests available which can be interpreted by non-psychologists. Pre-employment personality, integrity, and EQ tests have no “right” answers; applicants are simply evaluated on the answers they give. The Sparks Group, a temporary staffing and full-time recruiting services provider, offers this advice:
Many assessment providers offer practice tests. For example, major platforms often provide sample questions or guides that simulate the testing experience, in terms of question types and formats. Popular Pre-Employment Assessments (Evolving Landscape)The landscape of assessment tools is continually evolving with new technologies and approaches. While some long-standing assessments remain popular, the market now also features more AI-driven and specialized platforms. Caliper ProfileAround for about 50 years and widely used by various companies across the US, the Caliper Profile evaluates how an individual’s traits will relate to his or her job performance. There are a few different types of questions. Candidates encounter a series of statements from which they must determine the statement that best matches their perspective. Other questions require them to choose the statement that least reflects their perspective. There may also be true/false questions, as well as questions with a five degree of agreement scale. The Caliper Profile is unique in the sense that it examines both positive and negative qualities to provide a well-rounded picture of an individual. Gallup StrengthsFinder (Clifton Strengths)This test was created a few decades ago, when research by Gallup suggested that personality assessments focused too much on weaknesses. Based on responses to 177 statements that speak to 34 positive traits that the test-taker might possess, from discipline to communication, the test identifies the top 5 strengths out of all 34 that most strongly represent the prospective employee. Conducted as an online assessment, two statements are presented on each screen of the test. Respondents must pick the statement that best describes them. They can note that it “strongly describes” them, that their connection to both statements is “neutral,” or it falls somewhere in between. Unlike the Caliper, Gallup looks at strengths that are real indicators of success, rather than simply flushing out people’s negatives and downside. For example, you may rank highly in positivity, implying that you’d be stellar in a position that has you dealing with rejection regularly, such as at a call center, or in fundraising. Or perhaps, you score as an achiever, suggesting that you might naturally excel at Type-A gigs, like an executive or another high-level manager role. Myers-Briggs Type Indicator (MBTI)One of the most well-known tools for mapping employee personalities is the Myers-Briggs Type Indicator (MBTI). According to the test’s publisher, 89 of the Fortune 100 companies use the MBTI. The MBTI measures whether an employee’s personality leans toward one of two tendencies in the following groupings: Extraversion vs. Introversion, Intuition vs. Sensing, Thinking vs. Feeling, and Judging vs. Perceiving. An employee can fall into one of 16 personality types. The Myers-Briggs Type Indicator allows employers to determine if a candidate would be a good cultural fit for the company and thus be able to transition into a team with ease. The MBTI has 93 questions that are presented at a 7th-grade reading level. The questions are formatted in an A/B format, meaning a question will ask if you prefer A over B. The Myers-Briggs Type Indicator is not a normalized exam, nor are the questions scaled. It has not been proven valid for recruitment use, but is more appropriate for understanding how a candidate may perform in a group. The SHL Occupational Personality QuestionnaireOne of the most established workplace personality assessments, the SHL Occupational Personality Questionnaire has been around for more than 30 years. Now owned by CEB, the questionnaire helps employers identify behaviors that directly impact job performance and candidates who are most likely to be dependable workers based on these behaviors. The test is comprised of 104 questions that measure 32 specific personality characteristics. These are clustered within three domains: relationships with people, thinking style, and feelings and emotions, which align with various occupations. Predictive IndexThe Predictive Index (PI) is a behavioral assessment tool that determines the unique motivators for workplace behavior of employees and helps employers make informed and sound hiring decisions to benefit a company as well as the employees. PI tests are a modern way for employers to pick out the strongest potential employees. Since online applications can be easy to falsify and there is no personal attachment or indication of personality (as in handwriting), employers need to see what skills you truly possess. The developers of the test claim it is based on reliable scientific research and therefore eliminates the element of human bias, making it highly reliable in the eyes of hiring managers. Used in a variety of industries including finance, manufacturing, hospitality, and transportation, the Predictive Index assessment takes approximately 10 minutes to complete, and the results are interpreted immediately. This test utilizes different statements to measure your personality; the best way to answer is to be as honest as possible. Avoiding strong answers and sticking with neutral options results in a lower score. Criteria Cognitive Aptitude Test (CCAT)The CCAT is a general pre-employment aptitude test that measures problem-solving abilities, learning skills, and critical thinking. The CCAT practice test consists of 50 questions in logic, math, verbal ability, and spatial reasoning, and has a 15-minute time limit. CCAT scores are determined by a raw score, which is simply the number of questions answered correctly. This score can be translated into a percentile to indicate the job applicant’s result compared to others. Each position has a suggested range of raw scores, and once your score is within that suggested range, it means that you are competent for the position. Kenexa Prove It! Skills TestingUsed frequently by staffing agencies and companies doing large-scale hiring, such as staffing a call center, this test aims to “prove” that you have the skills and abilities to use specific programs, such as Word and Excel. The length of each assessment varies from 15-30 minutes for nontechnical assessments, to 45-60 minutes for more technical ones. The assessments are not timed, but this is the average amount of time needed to take them. You can’t skip any questions or return to previous screens to change your answers. But you can take the assessment again, as many times as you wish. Employers will not have access to your results, though a staffing agency might ask you to take one of these tests to determine what you’re best at to assess which skills on your résumé are provable, and where you might match best. Profile XTPrimarily used for pre-hire screening, employee selection, onboarding, managing, coaching, and strategic workforce planning, the Profile XT is described as a “Total Person” assessment. Administered online, it measures the job-related qualities that make a person productive. Thinking and reasoning style, behavioral traits, and occupational interests predict job success. Using “Job Match Patterns,” the assessment can be customized by company, department, manager, position, geography, or any combination of these factors. The EQ-i 2.0Created by Multi-Health Systems, Inc., the EQ-i 2.0 may be the best way to assess a candidate’s emotional intelligence. The assessment breaks down a person’s overall EQ score into five composite scores and 15 “subscales,” which include things like “emotional expression” and “problem solving.” This allows for the assessment to produce truly granular pictures of potential hires. Final Thoughts on Pre-Employment TestingThese are just a few of the many assessment tools being used by HR, recruiters, and hiring managers as part of the screening and hiring process. If you are “invited” to take a test that is not included in this list, don’t panic. Simply doing a Google search of the assessment by name will most likely reveal all kinds of information about the test and possibly even let you try it out. Although pre-employment testing may appear to be only beneficial to the employer, in reality, the jobseeker also wins. It is far better to be screened out of a position and/or company that does not fit one’s skills, values, and personality than to be hired for the position and eventually dread going to work every day. You May Also Like: About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Fast Track Your Career: Google Career Certificates for In-Demand Skills
Fast Track Your Career: Google Career Certificates for In-Demand Skills Continuing education is important to keep your skills sharp. One affordable way to improve your knowledge is by pursuing a Google Career Certificate. Facing a shortage of qualified job candidates, Google created and implemented a training program to provide a pathway to jobs in technical support at Google for people with no college degree or experience. In 2018, Google launched the IT Support Certificate to make the training available to everyone. It later expanded the training program to other high-demand topics. Thousands of people have completed the coursework. Google reports that 75% of certificate graduates in the US report a positive outcome — a new job, promotion, or raise — within six months of completion. None of the certificate programs require prior work experience. What Google Career Certificates Are Currently Available?Google Career Certificates offer flexible online training in the following subject areas:
Google claims there is a $93,000 median entry level salary across certificate fields and more than 1.8 million job postings available in these subject areas. Google has also partnered with employers seeking job candidates in these fields and offers connections to more than 150 companies through the Google Career Certificates Employer Consortium. How Does it Work?Choose a certificate to pursue and sign up for an account on Coursera: https://www.coursera.org The platform offers a 7-day free trial and then a fee of $59/month or $399/year for Coursera Plus. (The Coursera Plus subscription also includes unlimited access to more than 7,000 courses, hands-on projects, specializations, and job-ready certificate programs.) Each program offers learning at your own pace. The program of study averages 12-24 weeks with up to 10 hours of study per week. Courses range from 11 hours to 47 hours to complete. The fully-remote courses include hands-on activities, quizzes and assignments, and progress assessments. After completing the certificate, you can share it on your LinkedIn profile and add it to your resume. Some certifications are also eligible for college credit with select colleges and universities. Several of the Google Certificates can be used to pursue Advanced Google Career Certificates (for example: Advanced Data Analytics, Business Intelligence, or IT Automation with Python) or industry specializations (including Data Analytics: Finance, Data Analytics: Public Sector, IT Support: Healthcare, Project Management: Construction, and Project Management: Sustainability). Pros and Cons of Google Career CertificatesPros:
Cons:
You can find more information about Google Career Certificates at https://grow.google/enroll-certificates/ Google Career CertificatesCERTIFICATE PROGRAM THROUGH COURSERA: Google AI Essentials OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (7 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * CERTIFICATE PROGRAM THROUGH COURSERA: Cybersecurity OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (7 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * CERTIFICATE PROGRAM THROUGH COURSERA: Data Analytics OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (10 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * CERTIFICATE PROGRAM THROUGH COURSERA: Digital Marketing & E-Commerce OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (10 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * CERTIFICATE PROGRAM THROUGH COURSERA: IT Support OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (10 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * CERTIFICATE PROGRAM THROUGH COURSERA: Project Management OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (10 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * CERTIFICATE PROGRAM THROUGH COURSERA: UX Design OVERVIEW:
TIME TO COMPLETE/ESTIMATED COST: 6 months (10 hours/week)/~ $354.00 * * * * * * * * * * * * * * * * * * You may also be interested in: Automation and AI in the Workplace: https://www.market-connections.net/blog/automation-and-ai-in-the-workplace 48 Places to Find Remote Jobs Online: https://www.market-connections.net/blog/48-places-to-find-remote-jobs-online Real Ways to Make Money from Home for Free: https://www.market-connections.net/blog/real-ways-to-make-money-from-home-for-free How to Stay Motivated While Working from Home: https://www.market-connections.net/blog/how-to-stay-motivated-while-working-from-home About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing effective resumes. 
Discovering the Richness of Your Community
Discovering Hidden GemsNo matter your location, it's likely that you're not fully tapping into the resources available in your community. Adventures may be waiting just around the corner from where you live! Unless you're in a tiny community, there are probably numerous activities and businesses at your disposal in your city or town. Here are some suggestions to consider before embarking on your exploration:
While it's easy to take your community for granted, remember that you reside in one of your favorite places in the world. Seek out special attractions and discover new aspects you love about your area. Make an effort to know as much as possible about where you live. The process of learning about your home will strengthen your ties with the community and enhance your life in unexpected ways. You'll gain knowledge, satisfaction, and likely form a few friendships along the way! About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
The Power of Balanced Ambition
Unleashing Success Through Humility and IntensityIn a world that often encourages self-promotion and the pursuit of personal goals, there's immense value in cultivating a balance between humility and intensity. These traits, seemingly opposite, actually complement each other perfectly, creating a powerful synergy that fosters genuine confidence and propels individuals toward their aspirations. The Value of HumilityHumility is a trait often misunderstood as a lack of ambition or drive. Yet, those who exhibit humility often exude a quiet confidence that draws people toward them. It takes a supreme belief in oneself to avoid the need to boast about accomplishments. This kind of humility creates an inviting environment where others feel valued, allowing for better collaboration in both social and professional settings. Humility also contributes to stronger relationships, with humble individuals often serving as the glue that holds groups together. Their outward focus and willingness to prioritize the group's needs over personal recognition position them as natural leaders, garnering respect and trust from others. Beyond interpersonal benefits, humility also contributes to physical well-being. Humble individuals generally experience less relationship stress, which translates to better health outcomes, stronger immune systems, and faster recovery from illnesses. Harnessing the Intensity WithinWhile humility is essential for fostering strong connections, intensity is the driving force that transforms dreams into reality. The secret to achieving big goals is to load them with intensity—make them big, think big, and act big. Make It About You: Embrace the role of the hero in your own story. By focusing on your strengths and addressing your weaknesses, you can build a foundation for success. Visualize your future self after achieving your goals and use that vision as motivation to stay on track. Dream Big: No one ever reached the pinnacle of success by staying small. Identify your most ambitious goals and ramp them up. Whether it's becoming a leader in your industry or achieving a personal milestone, intensify your vision to make a significant impact on the world. Go for It: Big dreams only come to life through action. Create a plan that outlines the skills and resources you'll need and commit to dedicating your energy toward your goals. By acting with determination and intensity, you set yourself on a path toward success. The Synergy of Humility and IntensityCombining humility and intensity creates a unique and powerful dynamic. Humility keeps your ambitions grounded, ensuring you remain approachable and relatable. Intensity, on the other hand, provides the drive and energy needed to make your dreams a reality. Together, these traits form a balanced approach that not only propels you forward but also attracts others to your journey. About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Automation and AI in the Workplace
Transforming Productivity and Job LandscapeThe workplace is witnessing a growing adoption of Artificial Intelligence (AI), offering immense potential to revolutionize our work methods and enhance productivity at work. Let's explore some key ways in which AI is influencing the workplace: One significant impact of AI is its ability to automate routine and repetitive tasks, empowering employees to redirect their efforts towards more intricate and innovative work. This shift allows for increased job satisfaction among workers and paves the way for heightened productivity. Automation and Job DisplacementThe increasing use of automation is a growing concern as it has the potential to displace jobs. As more routine and repetitive tasks are automated, some jobs may become redundant or some industries may decline. This can have significant economic and social implications for workers in specific industries or regions. However, it is essential to note that automation can also create new job opportunities, particularly in areas that require technology and data analysis skills. Everyone is assuming that organizations will be mindful of the potential impact of automation on their workforce and will take steps to reskill and upskill their employees to adapt to the changing job requirements. Hopefully, policymakers will consider measures to support workers affected by job displacements, such as unemployment benefits and job retraining programs. The good news is the responsible use of automation can help employees be more efficient at work while creating new job opportunities and contributing to economic growth.
In conclusion, while automation may displace specific jobs, it also has the potential to create new opportunities and improve overall productivity. Individuals and organizations must adapt and embrace new technologies to stay competitive in the job market. Augmenting Human CapabilitiesAugmenting human capabilities means that human capabilities are being enhanced by artificial intelligence. Augmented intelligence is a branch of machine learning within the domain of AI aimed at improving human intelligence rather than functioning autonomously or entirely replacing it. Its purpose is to enhance human decision-making abilities, leading to better responses and actions. This is accomplished by providing humans with improved decision-making capabilities. The impact of this will be twofold. Firstly, it will stimulate innovation and create more opportunities, expanding horizons for all involved. Secondly, it will elevate the significance of human-to-human interactions, augment human abilities, and ultimately boost individuals' happiness and contentment with life. As humans, we are constantly growing and evolving. No one "has it all figured out so, AI will help you reduce human error in many contexts like driving, the workplace, medicine, etc. Here are some examples of how AI is augmenting human capabilities:
In summary, AI is augmenting human capabilities by providing tools and technologies that enhance decision-making, automate routine tasks, improve accessibility, personalize experiences, enhance learning, provide assistance, and augment creativity. Ethical ConsiderationsAs artificial intelligence (AI) continues to advance and become more integrated into our daily lives, it's important to consider the ethical implications that come with this technology. Here are some of the key ethical considerations when it comes to AI:
In conclusion, as AI continues to become more integrated into our lives, it's important to consider the ethical implications of this technology. By addressing issues such as bias, privacy, accountability, transparency, safety, and human autonomy, we can ensure that AI is developed and used in a way that benefits society as a whole. You May Also Like: About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
It may be time to shift your mindset
What is Growth MindsetDo you believe that your abilities, intelligence, and talents are fixed traits that cannot be changed or developed? Or do you see yourself as someone who can continuously grow and develop your skills and abilities through effort and persistence? These questions lie at the heart of growth mindset definition. Coined by psychologist Carol Dweck, the term "growth mindset" refers to the belief that one's potential is not fixed, but can be developed through dedication, hard work, and resilience. In contrast, a fixed mindset assumes that abilities and intelligence are predetermined and cannot be changed. In this blog post, we will explore the definition of growth mindset in more detail, examining its definition and characteristics. Whether you are a student, professional, or simply someone interested in personal development, understanding the principles of growth mindset can help you to shift your mindset easily, achieve your goals, overcome obstacles, and lead a more fulfilling life. So, let's dive in and explore the power of growth mindset! Five Growth Mindset Definitions
Addressing Core Limiting BeliefsLimiting beliefs are beliefs you hold that keep you from doing what you want to do. The human mind has an amazing ability to come up with infinite reasons why you can’t do something. There is a good chance you have limiting beliefs stopping you right now and you don’t even realize it. Limiting beliefs come in a variety of shapes and forms. They might be thoughts like:
It could be any negative recurring thought that stops you. Regardless of what the specific thought it, this type of negative thinking will hold you back from achieving your goals. To eliminate them, you first need to identify and address them.
Is It Time to Shift Your MindsetIf you are experiencing low energy, or are not in good spirits, you may want to consider altering your mindset. When you are down, it can be due to negative thoughts. Perhaps you start to dwell on everything that is going wrong. You may assume that you aren’t where you thought you would be and it leaves you longing for fulfillment. When you start to have negative thoughts, you are setting the stage to beat yourself down. What’s worse is this situation continues to grow. Negativity feeds on itself. When you put yourself down, you will eventually put others down. You will look for others who share your negativity because misery loves company. As the negative energy thrives, you fall deeper into the mental abyss. To turn this around, you first have to realize that it’s happening. No one likes to admit to doing something wrong, but negative thinking is wrong if you are engaging in it. You have to try and reflect on your life. Think back to when you were happy. Was it a couple of months ago or a couple of years? That will give you a good indication of when you started with the negative thinking. When you were happy, it’s unlikely you were thinking negatively. Once you have identified that you have a negative mindset, work hard to introduce positivity into your life. Set up a bad thoughts money jar and whenever you say something negative, put money into the jar. You can do this at work, at home, or both. When you see the jar filling up, you know you have more work to do. Avoid other negative people as much as possible. They will try to bring you back down, and you may even let them do it. Limiting your exposure to these people is a great step to take on your journey towards positivity. About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
4 Tips for Sticking to Your New Year's Goals
How to Make Your Goals Doable and RewardingScience has proven that micro-habits are much more effective than big, hairy goals. And yet, when another New Year’s rolls around, the first thing we do is make a huge list of resolutions we want to keep. However, using micro-habits to make changes in your life sets you up for success because of the consistent progress you see. Sticking to our New Year’s goals this year doesn’t need to be hard or scary. Try these four easy strategies to make your goals for the new year doable and rewarding. Choose One ThingChoose One Thing--one reason we rarely accomplish any of our New Year’s resolutions is because we make a lot of them and they are all massive. So, this year, instead of a laundry list of changes, decide which goal is the most significant in your life. For example, since our health impacts everything we do, you may decide that getting healthier is the one area which deserves your focus. Break it DownBreak It Down—another way we make things hard for ourselves is by stating our goal as something ambiguous and undefined. Like in the example above, “Get healthy” as a goal is sure to fail. Why? You'll fail because the goal is too vague. Instead, you may want to start a list of all the steps you could take to become healthier. You could include things like drinking eight glasses of water per day, exercising for twenty minutes each day, eating a salad for lunch five days a week, drinking only two cups of coffee or soda per day, and getting at least eight hours of sleep per day. Then, choose just one of those to start. Starting with the easiest one is okay. Once that becomes a habit, you can move on to the next one on the list. Another important aspect is to make the action toward your goal doable. If drinking eight glasses of water each day sounds impossible, how about drinking two? Once you’ve reached two glasses each day, you can step it up to three. That’s how we make even challenging goals stick. Choose a PromptChoose a Prompt—the easiest way to make sure you include the action steps you need to take to meet your goal is by taking them immediately after you do something that you already do each day. For example, if your goal is to drink eight glasses of water per day, choose prompts to help you remember to drink water. Maybe you decide to take three big gulps of water after hitting “send” on each email throughout the day or a whole glass before each meal and on each break you take during the day. Connect it to a Positive FeelingConnect it to a Positive Feeling—how do you feel at the end of the day when you stay hydrated? Sure, you might not enjoy drinking water all day, but by connecting the action to still having lots of energy after you’ve worked all day, for example, it’s easier to get up and do the same thing again the next day too. Before you know it, drinking enough water each day has become a positive habit—a goal you’ve reached. Once that’s in place, you’ll be ready to take on one of the others on your “Get healthy” list. YOU MAY ALSO LIKE: CAREER DEVELOPMENT PLANNER (www.market-connections.net/blog/career-development-planner-2023) NEW YEAR NEW JOB (https://www.market-connections.net/blog/newyear-newjob) About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Imposter Syndrome Signs and Solutions by https://www.market-connections.net
Imposter Syndrome Signs and Solutions
Do you suffer from a suspicion you might be a big fraud and everyone’s going to find out? It’s natural to sometimes feel inadequate but you could be suffering from a much more serious ailment known as imposter syndrome. Start with taking an imposter syndrome test.
What Is Imposter Syndrome?
Imposter syndrome is the internal belief that you're not as competent as others think you are. It manifests itself when people give you praise or positive feedback. You might feel undeserving, even though all the evidence suggests that you're highly skilled. At its worst, you may feel like a fraud.
The concept was first coined in the 1970s by psychologists to describe an experience often felt by athletes and business executives. They discovered that even the most recognized individuals often failed to understand their worth, which could cause performance problems. Imposter syndrome can cause a great deal of damage to your work, career, and personal life, so it's important to recognize the signs early and take action to stop it.
10 Solutions to Overcoming Imposter Syndrome
There are five different imposter syndrome types. Know the Signs. You’ve learned the signs here, so you can put this to use right now and learn how to overcome imposter syndrome. Pay attention to your words and actions and interrogate the feelings that arise. Where are they coming from and why?
Want to learn more about how you can fight imposter syndrome? Head over here:
About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. |
Award-winning resume writing services
Categories
All
powered by Surfing Waves
AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Archives
November 2025
|
-
Greater Los Angeles
and Kern County
-
[email protected]
.
RSS Feed
