Wonders of Career Assessment

The Wonders of career assessment

model-150x120With the market filled up with numerous career directions and opportunities, it is essential for an individual to have the clarity that he/she is indeed working in the right department. At the same time, it is advised that he/she regularly evaluate his/her progress in the respective field and the job satisfaction derived from it. This helps an individual to judge his/her skills and aptitude in the area and decide on the future course of his/her career.

Debabrata Mandal, VP – HR, Kutchina, elaborates, “These programmes make employees aware of their strengths and weaknesses in their knowledge areas, skill-sets, interests, aptitudes and attitudes and the professional areas they will succeed in with their existing skill-sets.”

Sudakshina Bhattacharya, head HR, IL and FS Financial Services, tells us why career assessment is required for both old and new professionals, “It is mandatory for new professionals to do a thorough career assessment with rigor, deliberation and be earnest before choosing a career, as a right choice at the onset ensures that the journey ahead is more objective and achievement-oriented. Also, he/she is enticed to achieve his/her career milestones.”

There are many tools employed in the market and by companies to make this career assessment process effective and easy for professionals. Ashish Arora, founder and MD, HR Anexi, elaborates, “The primary tools used for career guidance include Interest profiling, Personality profiling and Ability/Aptitude assessments which have good reliability and predictive validity. Many companies today offer personality profiling like 15 Factor Questionnaire Plus, Myers Briggs Type Indicator, Jung Type Indicator, Occupational Personality Profiling, as well as Interests/ Values assessments like Occupational Interest Profiling, Values Motives Indicator as well as ability tests like Graduate Reasoning or Critical Reasoning Tests etc.”

Career assessment encourages employees to move forward in their respective fields and thus, has a positive influence on their productivity. Udit Mittal, MD, Unison International, explains, “Career assessment always leads to self-assessment. If an individual has entered in a role, which is in line with his/her values and interest, then his/her productivity significantly increases. The individual will always take a step further to take up all challenges and will completely own an assignment or project.”

Hence, professionals should timely participate in career assessments to evaluate their careers.

– Palak Bhatia

Career myths busted!

Conventional wisdom always rings true, right? But, what if it does not complement your current goals? Experts discuss fallacies that one should let go off during job search and career planning.

Dr Sandeep K Krishnan, VP HR and corporate development, Acropetal Technologies Ltd

The myth: A degree from an Ivy league institution is an assurance for life-long success.

The truth: Ivy league institutions most definitely give a good start and help carve a positive impression of oneself. However, a lack of effective performance and an inability to leave an impression in the first five years will hamper prospects in the long-term.

The myth: A higher designation indicates success.

The truth: Designations are relative. There is no standard for designations across organisations and it is only responsibility, accountability, and results that one displays that are important.

David Lobo, senior VP, HR, GE India

The myth: You need to move to a new assignment every 18-24 months to be perceived as on a ‘fast track’.

The truth: Today, opportunities to move within the organisation or outside the organisation can result in skimming the surface in many areas versus developing expertise in a few. One needs to invest adequate time in a role to really contribute and learn.

The myth: Networking is not important. You just need to do your job well and the system will take care of the rest.

The truth: To be successful, one needs to be ‘plugged in’ and visible. One needs to ‘market’ oneself through opportunities to connect with the broader organization.

Dhananjay Bansod, chief people officer, Deloitte in India

The myth: A recognised organization/bigger brand implies a better career.

The truth: The image of a better organization is also largely linked to the organisation’s effort at external brand-building whereas the actual space available to a person to create value and experience success defines the level of career satisfaction.

The myth: Big organizations offer the best salaries.

The truth: The actual money paid is also dependent upon the organisation’s financial ability as well as its ability to attract people. If an organisation is able to attract people, why should it pay the top salary? Most of the better organisations pay the market equivalent salary but will rarely pay the “best” salary in the market.

Kensaku Konishi, CEO and president, Canon India

The myth: Big fish swim in big ponds.

The truth: The fact that 64 per cent (according to a research) of the top executives shift to “smaller”, lesser known firms is evident of the fact that individuals no longer believe that only “big” organisations provide great career opportunities. People traditionally believed that a big fish can only be found in big ponds but today many big fish prefer to swim in smaller ponds.

The myth: Job hoppers prosper.

The truth: According to a recent survey, employees on an average stay for only 3.3 years in one organisation. If someone wants to be professional, spending lesser time in an organization may only scratch the surface for them. Whether such a short experience will bring true value to their career, is a point of concern.

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