CCC Assessment & Career Planning 2 — Questions and Answers
Question 1: A client's Holland code is RIA, and their top three codes are spread far apart on the hexagon. Which Holland concept does this describe?
- High congruence
- Low consistency (Correct answer)
- High differentiation
- Strong identity
Correct answer: Low consistency
Consistency is about how close a person's top codes sit on the hexagon; codes that are far apart mean low consistency.
Question 2: A client's interest profile is flat, with nearly equal scores across all six RIASEC types. What is this pattern called?
- Low differentiation (Correct answer)
- High consistency
- Low congruence
- High vocational identity
Correct answer: Low differentiation
Differentiation is how clearly a profile peaks; a flat profile means low differentiation.
Question 3: Which instrument measures negative career thoughts using the Decision-Making Confusion, Commitment Anxiety, and External Conflict scales?
- Career Decision Scale
- Career Maturity Inventory
- Career Thoughts Inventory (Correct answer)
- My Vocational Situation
Correct answer: Career Thoughts Inventory
Sampson and colleagues built the Career Thoughts Inventory on Cognitive Information Processing theory, and it has these three subscales.
Question 4: A counselor retests a client on the same interest inventory after three weeks to check that scores stay stable. What kind of reliability is this?
- Internal consistency
- Inter-rater reliability
- Parallel-forms reliability
- Test-retest reliability (Correct answer)
Correct answer: Test-retest reliability
Test-retest reliability checks whether scores stay stable when the same test is given twice.
Question 5: Which free online assessment from the U.S. Department of Labor links RIASEC interests to occupations in O*NET?
- O*NET Interest Profiler (Correct answer)
- Kuder Career Search
- Self-Directed Search
- Campbell Interest and Skill Survey
Correct answer: O*NET Interest Profiler
The O*NET Interest Profiler is a free DOL tool that matches RIASEC results to O*NET occupations.
Question 6: A client who scores high on the Strong Interest Inventory's Basic Interest Scales asks if this means they will be good at those jobs. What is the best reply?
- Yes, interest scores predict job performance
- Interest scores show how similar the client's likes are to people in those fields, not their ability (Correct answer)
- The scores show aptitude only for technical fields
- High scores guarantee job satisfaction
Correct answer: Interest scores show how similar the client's likes are to people in those fields, not their ability
Interest inventories measure likes and dislikes compared with others, not ability or aptitude.
Question 7: Which of the following is an informal career assessment?
- ASVAB
- Strong Interest Inventory
- Values card sort (Correct answer)
- Myers-Briggs Type Indicator
Correct answer: Values card sort
Card sorts are unstandardized, qualitative exercises, so they count as informal assessments.