Accuracy in Recalling Interest Inventory Information at Three Time Intervals

Swanson, Jane L.; Gore, Paul A.; Leuwerke, Wade C.; D'Achiardi, Catalina; Edwards, Jorie Hitch; Edwards, Jared

doi:10.1080/07481756.2006.11909785

Cited by 4 publications

(6 citation statements)

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“…These findings support the effectiveness of career interventions that utilize objective and subjective measures together to provide a holistic, comprehensive, and complementary perspective of the individual (Savickas, 2005). Previous retention studies related to the Holland code demonstrated low retention rates (Swanson et al, 2006; Toman & Savickas, 1997); yet, most participants in this study were able to remember their Holland code with accuracy. This may have happened because counselors connected participants' Holland typology to their life themes and career narrative.…”

Section: Discussioncontrasting

confidence: 54%

“…Responses to these questions at 2-week follow-up were evaluated by comparing them to the participant’s initial Holland code, success formula, and life themes found in the counselor’s case report. The evaluation method for recall followed procedures outlined in previous retention studies with participant’s initial and 2-week follow-up responses for each component compared and coded as “accurate,” “partly accurate,” or “not at all accurate” (Hansen, Kozberg, & Goranson, 1994; Swanson, Leuwerke, D’Achiardi, Edwards, & Edwards, 2006).…”

Section: Methodsmentioning

confidence: 99%

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Impact of the Career Style Interview on Individuals With Career Concerns

Rehfuss

Corso

Galvin

et al. 2011

Journal of Career Assessment

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A total of 18 participants ranging in age from 20 to 55 were administered the career style interview (CSI) and completed a follow-up interview 2 weeks later. Consensual qualitative research analysis of follow-up interview data indicated that after completing the CSI, participants generally felt helped and also typically experienced awareness, self-confidence, direction, confirmation, and a sense of encouragement related to their career concern. Most participants' occupational narratives demonstrated a change from pre-CSI to post-CSI, moving toward more specification. Participants primarily recalled role models as the most meaningful aspect of the CSI, and integration of Holland code typology within the CSI produced higher rates of recall than previous studies. This study addresses implications of these findings for theory, practice, and research.Due to rapid technological advances and the globalization of economies, new approaches to career counseling are necessary . Traditional objective-based matching approaches linking person to environment do not adequately account for the complexity and demands of the work environment nor for the needs of individuals today (Schultheiss, 2005). Many researchers have argued for career assessments that are holistic in nature and integrate the subjective perspective, such as qualitative, narrative, and constructivist approaches (Savickas, 2005;Schultheiss, 2005;Whiston & Rahardja, 2005). As Reid (2005) asserts, narrative approaches to career counseling are essential to helping younger individuals build a story that helps them effectively negotiate the ever-changing world of work. In order for the field of career counseling to move forward and fully embrace more qualitative approaches to career counseling,

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Section: Discussioncontrasting

confidence: 54%

Section: Methodsmentioning

confidence: 99%

Impact of the Career Style Interview on Individuals With Career Concerns

Rehfuss

Corso

Galvin

et al. 2011

Journal of Career Assessment

View full text Add to dashboard Cite

show abstract

“…As such, one could argue from the perspective of conserving resources, providing services focusing on interests alone is the most optimal. This finding, when placed alongside Swanson et al’s (2006) finding that assessment feedback was better retained when there was less of it, adds to the appeal of using a single assessment. However, it is contrary to the earlier described finding by Katz et al (1999) that showed SII and MBTI feedback combined was more potent than either by itself.…”

Section: Discussionmentioning

confidence: 76%

“…Interest-based counseling techniques rely on the assumption that the results will be accurately interpreted by the counselor, communicated with fidelity, understood by the client, and remembered long enough for the client to generate and enact a strategy. Studies indicate that recall of information provided to clients regarding scores on interest inventories such as the SII is generally poor (Hansen, Kozberg, & Goranson, 1994; Tinsley & Chu, 1999), and approximately half of the information that was recalled was erroneous (Swanson et al, 2006). The quality of recall increases when the interpretation of results contains less information (Swanson et al, 2006) and when feedback incorporates an element of verbal persuasion (Luzzo & Day, 1999).…”

Section: Interests In Career Assessment and Counselingmentioning

confidence: 99%

“…Studies indicate that recall of information provided to clients regarding scores on interest inventories such as the SII is generally poor (Hansen, Kozberg, & Goranson, 1994; Tinsley & Chu, 1999), and approximately half of the information that was recalled was erroneous (Swanson et al, 2006). The quality of recall increases when the interpretation of results contains less information (Swanson et al, 2006) and when feedback incorporates an element of verbal persuasion (Luzzo & Day, 1999). Further, clients who perceived the interpretive feedback session to be interactive and personally relevant viewed the information as more influential (Hanson, Claiborn, & Kerr, 1997).…”

Section: Interests In Career Assessment and Counselingmentioning

confidence: 99%

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A Comparison of Strengths and Interests Protocols in Career Assessment and Counseling

Owens

Motl²,

Krieshok

2016

Journal of Career Assessment

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This study examined the relative performance of three career counseling protocols: a strengths-based protocol, an interest-based protocol, and a protocol that combined strengths and interests. Outcome measures included career exploration, occupational engagement, career decision self-efficacy, hope, positive and negative affect, and life satisfaction pre- and post-intervention. The participants consisted of 82 undergraduate students enrolled in a career and life-planning course. Each participant received a career counseling intervention and a Strong Interest Inventory (SII), StrengthsFinder, or both the SII and StrengthsFinder interpretation. While all three groups showed significant gains from pretest to posttest on most outcomes, results suggest the interests protocol (IP) was the most effective approach when considering the conservation of resources. However, results also merit further exploration of the combined protocol (CP; strengths plus interests) given the greatest gains were achieved by this approach on all but one construct, though not significantly different from the IP. Implications are discussed.

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Test interpretation: Talking with people about their test results.

Zytowski¹

2015

APA Handbook of Career Intervention, Volume 2: Applications.

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Accuracy in Recalling Interest Inventory Information at Three Time Intervals

Cited by 4 publications

References 0 publications

Impact of the Career Style Interview on Individuals With Career Concerns

Impact of the Career Style Interview on Individuals With Career Concerns

A Comparison of Strengths and Interests Protocols in Career Assessment and Counseling

Test interpretation: Talking with people about their test results.

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