1. Which of the following is true about interest inventories?
a. They are based on an individual’s abilities.
b. They are helpful in assessing one’s intellect in order to make conclusions about career choice.
c. They need little if any assistance to interpret.
d. They are fairly good at predicting job satisfaction based on occupational fit.
2. Which of the following is NOT a popular interest inventory?
a. The Self-Directed Search
b. The Career Occupational Preference System
c. The Strong Vocational Interest Inventory
d. The Interest, Skill, and Career Assessment Inventory
e. The Campbell Interest and Skill Survey
3. Which of the following describes the purpose of the General Occupational Themes on the Strong?
a. To identify an individual’s top three Holland Codes
b. To identify an individual’s broad interest areas (e.g., science, math, music)
c. To give a breakdown of client responses on the test
d. To give an estimate of work style, learning environment, leadership style, risk taking/adventure, and team
orientation
e. None of these
4. Which of the following describes the purpose of the Basic Interest Scales on the Strong?
a. To identify an individual’s top three Holland Codes
b. To give an estimate of work style, learning environment, leadership style, risk taking/adventure, and team
orientation
c. To allow an individual to compare his or her interests to the interests of same-sex individuals who are satisfied
in their jobs
d. To give a breakdown of client responses on the test
e. To identify an individual’s broad interest areas (e.g., science, math, music)
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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5. Which of the following describes the purpose of the Occupational Scales on the Strong?
a. To identify an individual’s broad interest areas (e.g., science, math, music)
b. To allow an individual to compare his or her interests to the interests of same sex individuals who are satisfied
in their jobs
c. To identify an individual’s top three Holland Codes
d. To give a breakdown of client responses on the test
e. To give an estimate of work style, learning environment, leadership style, risk taking/adventure, and team
orientation
6. Which of the following describes the purpose of the Personal Style Scales on the Strong?
a. To give a breakdown of client responses on the test
b. To allow an individual to compare his or her interests to the interests of same-sex individuals who are satisfied
in their jobs
c. To identify an individual’s top three Holland Codes
d. To give an estimate of work style, learning environment, leadership style, risk taking/adventure, and team
orientation
e. To identify an individual’s broad interest areas (e.g., science, math, music)
7. Which of the following describes the purpose of the Response Summary on the Strong?
a. To allow an individual to compare his or her interests to the interests of same-sex individuals who are satisfied
in their jobs
b. To identify an individual’s broad interest areas (e.g., science, math, music)
c. To give a breakdown of client responses on the test
d. To identify an individual’s top three Holland Codes
e. To give an estimate of work style, learning environment, leadership style, and risk taking/adventure
8. Which of the following is NOT one of the Holland Codes?
a. Realistic
b. Enterprising
c. Artistic
d. Social
e. Contemporary
9. Which of the following is NOT true about the Self-Directed Search?
a. It was developed by John Holland.
b. It uses the Holland Code.
c. It can be self-administered and self-scored.
d. It is offered in one form, which can be used by elementary students, high school students, and adults.
e. Reliability has tended to be high and there is evidence of validity through numerous studies.
10. Which of the following describes the purpose of the Occupations Finder, the Dictionary of Holland Occupational
Codes, and O*NET?
a. To identify abilities of the individual
b. To identify strengths and weaknesses of the various Holland Codes
c. To find salary ranges and job descriptions of various Holland Codes
d. To cross-reference Holland Codes with various occupations
11. The COPSystem includes all of the following assessment instruments EXCEPT:
a. the Career Survey of Performance and Salary Indices.
b. the Career Occupational Preference System Interest Inventory.
c. the Career Ability Placement Survey.
d. the Career Orientation Placement and Evaluation Survey.
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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12. Which of the following is true about the COPSystem?
a. It offers norms for a wide-range of individuals, thus making it versatile.
b. It offers a measure of intellectual abilities (intelligence), which can be useful for predicting success in college
or other technical fields.
c. In addition to an interest inventory, it offers a measurement of abilities and a measurement of values, all of
which can be used in the career counseling process.
d. It offers look-up indices that are useful for determining salaries, working conditions, and occupational outlook.
e. All of these are true.
13. The COPSystem is known for which of the following?
a. Hexagon model of personality types
b. Eight occupational groups and six levels determined by parenting style
c. Eight career clusters primarily determined by an ability placement survey
d. Three dimensional cube containing 180 different career groups or clusters
e. None of these
14. Which of the following is NOT true about the O*NET?
a. It is a large online database available free to the public.
b. A section of O*NET allows for the posting of available jobs.
c. The content model has six domains, which are either work-oriented or job-oriented.
d. The O*NET systems offers free career exploration tools.
15. Which of the following is true about the O*NET?
a. The content model describes eight domains across industry standards and OSHA requirements.
b. The career exploration tools can be downloaded for a small fee.
c. Forecasted job growth and job openings are available for each occupation.
d. Government agencies can post available job openings for free.
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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16. If during the development of a multiple aptitude test, the test publisher finds a number of high correlations among
several of their subtests, this could be an indication of:
a. high validity, as the test shows inter-test purity.
b. high reliability, as the tests are highly correlated with one another.
c. the need for further refinement of the test, as some of the subtests may be measuring similar factors.
d. low practicality because time could be saved by administering less tests.
e. none of these.
17. Which of the following is NOT true about the ASVAB?
a. It consists of 10 power tests for which separate scores are given.
b. The power tests have been shown to measure similar qualities than are measured in intelligence tests.
c. Combinations of the power tests form three composite scores are in the areas of verbal skills, math skills, and
science and technical skills
d. The three composite scores tend to be important for success in a number of jobs
18. Which of the following is true about the ASVAB?
a. The paper-and-pencil version of the ASVAB is scored in the same manner as the computerized version of the
ASVAB.
b. The paper-and-pencil version of the ASVAB takes twice as long as to administer as the computerized
version.
c. The FYI section of the ASVAB allows respondents to determine their abilities across several domains.
d. Although the ASVAB has high reliability, its ability to predict success in military occupations is low.
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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19. Which of the following is true about the FYI, which is a part of the ASVAB CEP?
a. It helps students determine what they like to do rather than what they can do.
b. It uses scales similar to the COPSystem.
c. The instrument focuses on abilities rather than interests.
d. Currently applicable to the military, there are plans to have the ASVAB introduced to the general public in the
next few years.
e. None of these is true.
20. Which of the following is NOT true about The Differential Aptitude Test (DAT)?
a. It is for students grades 7 through 12 and measures students’ ability to learn or succeed in a number of
different areas.
b. It includes a Career Interest Inventory to determine what careers might be of interest to the individual taking
the test.
c. The DAT has eight separate tests that measure a variety of areas important for success in a number of areas.
d. It has shown fairly good reliability and validity, although there is little evidence of predictive validity.
e. All of these are true.
21. In contrast to the Differential Aptitude Test, The Differential Aptitude Battery for Personnel and Career
Assessment (DAT PCA):
a. uses stanines and percentiles.
b. only has five tests.
c. is focused on helping employers determine one’s current ability and aptitude for learning new skills during
training.
d. All of these are characteristics of the DAT PCA.
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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22. Special aptitude tests:
a. measure a homogenous area of ability.
b. are generally used to predict success in a specific vocational area of interest.
c. are frequently used as a screening process to assess one’s ability to perform a certain job or to master a new
skill at work.
d. All of these are characteristics of special aptitude tests.
e. None of these are characteristics of special aptitude tests.
23. A major reason for using a special aptitude test is:
a. to determine if an individual has interest in a particular occupation.
b. to examine a heterogeneous area of ability in order to make career decisions.
c. to determine if an individual has ability in a specific area of interest.
d. All of these are reasons.
e. None of these are reasons.
24. Based on your readings in the text, special aptitude tests can be found in all of the following areas EXCEPT:
a. mechanical.
b. clerical.
c. artistic.
d. recreational.
e. musical.
25. Mechanical aptitude tests measure which of the following?
a. The ability to learn physical and mechanical principles and manipulate mechanical objects
b. Grip strength
c. The ability in carpentry and cabinetry
d. The manner individuals think about spatial principles and their ability to place objects in the world
e. None of these
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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26. The process of thinking about music in one’s mind without it actually being there is called:
a. musical ability.
b. musical aptitude.
c. musicology.
d. audiation.
e. audiology.
27. Choosing a career is likely related to all of the following EXCEPT:
a. psychodynamic issues (e.g., parental influences).
b. social pressures (e.g., racism, sexism, peer pressure).
c. environmental concerns (e.g., the economy, outlook for an occupation).
d. family issues (e.g., sibling rivalry, family order).
e. All of these are related to choosing a career.
28. Interest inventories are used to assess the ability of an individual.
a. True
b. False
29. The COPSystem is useful for identifying interests, but not ability or values.
a. True
b. False
30. The combination of an interest inventory with a multiple aptitude test allows one to examine two important attributes
in the career choice process.
a. True
b. False
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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31. When placed on a hexagon, the closer the Holland interest areas are to one another, the more similar are their
qualities.
a. True
b. False
32. The Strong Interest Inventory can be self-administered and self-scored, and thus a counselor to guide its
interpretation is not recommended.
a. True
b. False
33. The COPS is based on high school and college curriculum as well as sources of occupational information.
a. True
b. False
34. Factor analysis is an important tool in the development of interest inventories as they help determine patterns and
calculate which tests have a high degree of commonality.
a. True
b. False
35. The Differential Aptitude Test is the most widely used multiple aptitude test in the world.
a. True
b. False
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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36. Although starting out as strictly a test for the military, the ASVAB has been altered over the years and is now useful
for both civilian and military occupations.
a. True
b. False
37. Studies have shown the ASVAB to predict success in military occupations ranging from 0.36 to 0.77.
a. True
b. False
38. The ASVAB has been shown to predict poorly for military occupations.
a. True
b. False
39. The FYI instrument in the ASVAB CEP uses the Holland Codes.
a. True
b. False
40. Composite scores on the ASVAB can be associated with job occupations in the U.S. Department of Labor’s
Occupational Information Network (O*NET).
a. True
b. False
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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41. The predictive validity of the DAT PCA is excellent.
a. True
b. False
42. Because occupational and career assessment has such a narrow focus, these instruments should only be
administered by school counselors highly trained in them and school psychologists.
a. True
b. False
Match each test with the test category to which it belongs.
a. Interest Inventory
b. Multiple Aptitude Test
c. Special Aptitude Test
REFERENCES: Interest Inventories
Multiple Aptitude Testing
Special Aptitude Testing
43. Clerical Test Battery
44. The Minnesota Clerical Assessment Battery
45. The U.S. Postal Service’s 473 Battery Examination
46. SIGI 3
47. The Find Your Interests Inventory
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
Aptitude Tests
48. The Armed Services Vocational Aptitude Battery
49. The Career Assessment Inventory
50. The Strong Interest Inventory
51. The Keynotes Music Evaluation Software Kit
52. The Mechanical Aptitude Test (MAT-3C)
53. The Wiesen Test of Mechanical Aptitude
54. The Arco Mechanical Aptitude and Spatial Relations Tests
55. The Bennett Test of Mechanical Comprehension
56. The Differential Aptitude Test
57. The Music Aptitude Profile
58. The COPSystem
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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59. The Iowa Test of Music Literacy
60. The Differential Aptitude Battery for Personnel and Career Assessment
61. The Group Test of Musical Ability
62. The Campbell Interest and Skill Survey (CISS)
63. The Advanced Measures of Music Audiation
64. The Self-Directed Search
Chapter10—CareerandOccupationalAssessment:InterestInventories,MultipleAptitude,andSpecial
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