These are the tools that are designed to help individuals understand how to use a variety of personal attributes (ie, data values, preferences, motivations, skills and competences), and their potential success and satisfaction with different career options and work environments. Career assessments have played a critical role in career development and the economy in the last century (Whiston and Rahardja, 2005). Assessments of Some or all of These attributes are Often used by Individuals or organisms, Such As university career service centers, career counselors , outplacement companies, corporate human resources staff, executive coaches, vocational rehabilitation counselors, and guidance counselors to help individuals make more informed career decisions.
In part, the popularity for this tool is due to the National Defense Education Act of 1958, which funded career guidance in schools.  Focus was put on tools that would help high school students determine which subjects they may want to focus on. Since 1958, career assessment tool options have exploded.
Types of career assessments
Career assessments come in many forms and vary along several dimensions. The most important criteria when considering career choices are the following: Some common points of variance are:
- Methodology – some assessments are quantitative in nature and the measure of success. Others are qualitative exercises designed to help individuals clarify their goals and preferences, which can be used to make more informed career decisions.
- Measured attributes – assessments vary with regard to the specific personality attributes measured. Some assessments focus on an individual’s interests, and perhaps aptitude , while others focus on skills or values. More robust solutions use key development indicators (KDIs) that define dimensions for careers and match individual career aspirations with the needs of companies. 
- Validity – many assessments, especially those offered on the internet, lack of evidence for “validity,” which is the degree to which interpretation of the results of the assessment or decisions made from the results are useful. Typical evidence of validity is empirically verified. Users should evaluate any tests psychometric properties. When the validity of the assessment is required, the results should be interpreted with appropriate caution.
- Target customer profile – some assessments, Such As the Strong Interest Inventory , the Myers-Briggs Type Indicator , Careerscope and Traitify are designed to serve broad markets (ie, virtually any individual choosing a vocational program or Career Clusters , starting Their career gold Considering a career Although they may lack reliability and validity (usefulness), they can, nevertheless, be useful in helping the individual to identify their career goals.While these tests or assessment tools may be useful, the American Psychological Association’s ethics code  psychologists using these tests clearly explain the limitations of the tests to their customers.
- Career assessment interview – a career assessment interviewer can be crucial in helping to test results in the broader context of the individual’s passions, personality, culture and goals. The National Career Development Association  (NCDA). Within the United States, this national body awards the designation, “Master Career Counselor” (MCC) to specially qualified career counselors.
Career assessments are designed to discover the skills, aptitude and talents of candidates. Self-assessment can be a useful tool in assessing the areas in which a candidate has strengths and limitations. The results may be useful in helping you to make a career with your goals and talents. While the validation of each instrument may have been tested, these types of assessments have been found to be more in-line, increasing satisfaction in one’s career plan and increasing the understanding of oneself (Prince et al., 2003).
Data as to how often they change their lives, but they are unavoidable.  However, many people change careers more than once. Some things change because they are not viable (to wit, buggy whip makers are no longer in high demand). Because they mature through their lifespan their evolve interests. The biggest benefit of career assessment, therefore, is that it makes it possible to make the best career decisions to grow both personally and professionally.
To make an assessment of their skills, candidates can pursue many avenues, they can take care of such interests as the Strong Interest Inventory or the Campbell Interest and Skill Inventory , which is based on the Strong. Alternatively, they can conduct a self-assessment; they can use the plethora of career books designed to help with this task. In fact, there are myriad helpful books, the most famous of which is, Richard Bolles, “What Color is Your Parachute.” In addition, they may seek professional guidance counselors, career coaches or, when warranted, psychologists or other mental health professionals. These professionals use a variety of techniques to determine the talents of candidates. Also, career counselors, career coaches and executive coaches can guide candidates on how to
Psychoanalytically-Informed Career Assessment
People who are unhappy in their work-life can be sure to turn to help.  They may have seen their career expectations, or their difficulties. 
Individuals may be stymied in their careers because they are driven by unconscious factors outside of their awareness. 
Psychoanalytically-Informed Career Assessment, developed in 2000 by Dr. Lynn Friedman, aims to understand the unconscious factors that create conflicts and identify ways to resolve these conflicts. 
Focused on Individuals Who seek career counseling, goal ends up Undermining the process,  Psychoanalytically-Informed Career Assessment explored whether the conflicts seen In Their careers or career counseling sessions are repeated elsewhere in Their Lives, for example in school, or With Their parents. 
For example: career counseling, psychotherapy or psychoanalysis. 
Career assessment, in the form of tests and other structured and unstructured tools, can be very useful for those who are uncertain about the array of career possibilities. However, there are some drawbacks to each. At best, the results of individual career assessments. In addition, some of the best individual assessment tools require the help of a qualified professional to ensure the results are correctly applied.
Also, many of the tests are based on the person’s view of himself or herself. If someone is not self-aware, the results may not be accurate.  Many times they do not take into account that people have natural blind spots. The test is only as good as its users and is often not aware of their own strengths and weaknesses.
- Career development
- Holland Codes
- Myers-Briggs Type Indicator
- Occupational Outlook Handbook
- Personality psychology
- Standard Occupational Classification System
- Enneagram of Personality
- Jump up^ Kapes, JT; Mastie, MM; & Whitfield, EA (1994). A Counselor ‘s Guide to Career Assessment Instruments . Alexandria, VA: National Career Development Association.
- Jump up^ Aubrey, Bob (September 2015). The Measure of Man: Leading Human Development . McGraw Hill Education.
- Jump up^ http://www.apa.org/ethics/code/index.aspx
- Jump up^ online.wsj.com/article/SB10001424052748704206804575468162805877990.html
- Jump up^ Campbell, David (1992). Manual for the Campbell Interest and Skill Inventory . Minneapolis MN 55440: National Computer Systems. pp. i-x.
- Jump up^ “Archived copy” . Archived from the original on 2015-03-31 . Retrieved 2015-02-09 .
- ^ Jump up to:a b Friedman, Lynn (2000). “Analyze this: My job, my life and why I’m not thrilled” . Washington Business Journal .
- ^ Jump up to:a b c Friedman, Lynn (2014). The Psychoanalytically-Informed Career Assessment Model . National Career Development Association .
- Jump up^ Friedman, Lynn (2015). “Understanding the Role of Transference in Career Counseling” . National Career Development Association .
- Jump up^ McCarthy.AM; Garavan, TN (1999). “Developing self-awareness in the managerial career development process: the value of 360-degree feedback and the MBTI”. Journal of European Industrial Training . 23 (9): 437-445. doi : 10.1108 / 03090599910302613 .