How the Bull’s Eye Career Program Works

Bull's Eye Career

BullsEye Career

The BullsEye CareerTM Program is simply a package of 3 tests and 5 consultations that identify your “best fit” career and in only a month. That’s how long it takes to complete the tests and consultations which reveal hidden information in the results.  This unique package of career test  is selected from only the top career materials publishers.  Consultations are critical because they  interpret  and synthesize and apply the results to your specific situation.  Only  career experts are permitted, therefore, to conduct them.

This ‘best fit’ career program assesses three facets about you:

  1. your interests – what you like
  2. your abilities – what you are good at  and what’s driving in you for expression (new discovery); and
  3. your personality – what meets your style needs and utilizes your style strengths.

If you took any one of these career assessments (personality, abilities or interests) you would get a list of careers matching only one aspect of you related to career discovery. A career interest test would match your interests to occupations you’d like.  A career  ability test would match your capabilities or self-described skills with jobs you are capable of performing well. A career personality test would match careers with your personal style. But, each test would miss those careers or  occupations that are produced by the other tests.  No two tests even produce anything close to identical list of careers.

When you take all three of these career tests, and only then, will you obtain the bulls eye career effect.  Sure, you get a more complete list of careers matching who you are.  That’s what taking more tests will always give you.  But only these specific career tests will help you find the single most exacting career match.  How?  Because,  only a few careers will be  identical on all three of these special assessments.  These identical careers are the ones that fit you in all ways (likes, capabilities and personality).

In other words, all three tests produce a list of careers matching an aspect of you.  Among these three lists will be a small number of  careers are the same.  Those that are the same on all three lists therefore  “intersect” with each other.  Those that “intersect” most exactly  form what I call “the bulls eye” on your career target board. Finding these careers – the ones that fit most exactly in the three most critical aspects of a career search (abilities, interests and personality)  is what only the BullsEye CareerTM Program can do.

Let’s look at this diagram to better understand how the BullsEye CareerTM program works:

Career in Crosshairs

BullsEye Career Image

Each line in this diagram represents a the  list of matching careers for you as generated by a single career assessment – interest test,  personality test or ability test.  When you complete one assessment, it creates a “line of careers” that suits you.

Let’s use an example to explain this further:  An interest test might produce these careers: elementary school teacher, sales manager, non-profit director and bank manager (represented by one line) while an ability  test would produce this career line-up: R&D manger, corporate director and non-profit (representing another line). A personality test might generate a list that includes hair stylist, recreation manager, non-profit director, and production line worker (represented by the third line).

Notice that only one of the careers on each list are the same in this example.  Non-profit director appears on all three lists.  The lines representing the career  lists “intersect”  each other at that one career., namely at non-profit director. Finding the careers  at the “intersection point” of all three career list lines is where you find the absolute “best fit” careers.

Notice that each career list line is on the career target board.  All of them will be suitable in some way for you.  But most of them do not satisfy all of the criteria for a career in which you will be succeed, excel and be happy.   Only those  careers from each test that intersects with careers from the other career tests can do that.

Notice also that each line bisects the target from a different angle.  This suggests that each test produces a career list that is different and distinct perspective from the other two.  Indeed that is the case with the three selected career tests chosen for the BullsEye CareerTM program.

It has selected only the top career tests from using the following test measurement approaches (perspectives): One test uses objective task modules to measure abilities which includes reasoning, learning, driving, intelligences, relational and specialized aptitudes. The second test uses a  subjective scale ranging from very high to very low to measure interests in occupations, school subjects and task.  Finally the third test applies a subjective dyad choice (a or b) assessment to measure personal style or personality.

Notice also that the lines on the diagram do not run parallel to each other.  They, in fact  intersect in the green colored zone in the middle. This middle zone is known as the Bulls Eye.  This diagram suggests that tests used in the BullsEye CareerTM Program produce career list lines that not completely distinct from each other.  This is most important feature about the program.  Some careers on each list will in fact intersect with each other.  Those not familiar with the nuances of job titles will find even fewer that intersect than an experienced career expert.  This is an additional reason for providing  career consultations.

Notice that the lines intersect in the middle. When you find the same career or occupation appearing on all three of the assessments, you have “career intersection”.  Careers that “intersect” or appear on all three tests are depicted by the green zone or “the bull’s eye”.   When 3 test produce the same or almost identical careers in their list of career matches,  it most strongly indicates that this narrow selection of careers are clearly the ‘ best fit’ for you.  As you can see, this approach takes the ‘guess work’ and the ‘trial and error’ of  out of career decisions.

The BullsEye CareerTM Program does indeed take most of the guesswork out of career decisions.  And, with it there is no need for trial and error.  You can get it “right” the first time.  You can know the right small set of careers for you with this program . . . and know it with certainty.

If, however,  you are satisfied to simply “hit” the career target board (anywhere in the white area) and are willing to apply some  trial and error to your career decision, you need only take one career assessment test.   To hit the yellow or blue zones on the career target board thereby taking most of the guesswork out of finding a career, it is recommended that you take at least 2 career tests.  But . . .  if you truly want to hit the bull’s eye on the career board and eliminate both guess work or ‘trial and error’ from choosing a career, take the BullsEye CareerTM Program.

BullsEye CareerTM Program has been called many things over the years: OPTiM’s Best Fit Career or OPTiM’s Complete Best Fit Career.  There is also a student version of this program as well: OPTIM’s Career and College Success Tests + College Career Services or OPTIM’s Complete BEST FIT CAREER Package for STUDENTs. Pick any one of these career programs to find your BullsEye CareerTM.  And, know what to be with certainty.


Posted in Ability Tests, Best Career Tests, Career Consultation, College Career Testing, College/High School, Myers Briggs Type Indicator (MBTI) | Leave a comment

Are You An Executive Or An Expert?


The Generalist and Specialist distinction (also known as the Executive / Expert distinction), the first attribute your Highlands Ability Battery Report deals with, is a label that can be understood as a measure for director or contributor or even as an executive or expert thinking. And, it is just one of 19 aptitudes measured by this career tests! Want to find out more about what this one ability can tell you about your traits, behaviors, and work characteristics? Read on…

Scoring as a Generalist (Executive) and Specialist (Expert)

As I mentioned in a previous post, nobody is completely a generalist or completely a specialist. Everyone falls somewhere along a continuous scale, with a little bit of each aspect in them.

However, the Highlands Ability Battery is a career aptitude test that is exceptionally good at pinpointing where you stand on that scale, and your personal aptitudes for being a generalist or a specialist. It shows the way you naturally operate, which is especially helpful when it comes to finding a job you love and the ideal work environment in which you’ll thrive.

Distinguishing Trait of Generalists and Specialists

A generalist (aka executive or delegator) loves to know a little bit about a lot of things.

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A mile wide, inch deep (Generalist/Executive) approach

They take the “mile wide, inch deep” approach when it comes to knowledge about things. This is useful for being a director, delegator or executive manager.




In contrast, a specialist (aka expert or contributor) loves

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Inch wide, mile deep (Specialist/Expert) approach

to know a lot about a very specific, small number of things. They take the “inch wide, mile deep” approach. This ability is critical for corporate contributors or industry experts.




Work Characteristics of Generalist Specialist Abilities

There are lots of other aspects wrapped up where you stand on the generalist/specialist aptitude test scale, too.

For example, it helps understand how you respond to criticism, how you look at the world, how you pursue goals, how you explore subjects, how you best contribute at work, and how you advance in your career. It helps you to see what your ideal work environment is, and in what kind of situations you will find yourself doing your best work.

Look at the Generalist Specialist Chart for key work characteristics of the Executive versus the Expert or how you behave as a Contributor or Delegator.

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Aptitude Test for Generalist and Specialist Ability

Wow, that’s a lot of information packed into just one ability. Indeed, and that’s what sets the Highlands Ability Battery apart from all other career assessments and aptitude tests.

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The Highlands Ability Battery will put into words the things you have always suspected and experienced.

Your Highlands Ability Battery report will deliver you a personalized summary and description tailored to your unique results. It helps to put into words the things you have always suspected and experienced, but maybe never fully realized or examined.

And, it provides so much more you never really knew about yourself. Chances are, you didn’t know that generalists tended toward executive and delegating roles and specialist sought to be contributors and experts in their field, or about the short list of work characteristics associated with this one aptitude.

This ability test is extremely useful for finding a career in which you will thrive. Where you stand on the generalist/specialist scale has a lot of implications, which, if understood and fully grasped, will provide insightful and valuable knowledge and direction towards finding a job you love, adjusting your current position to take advantage of your assets, and ultimately succeeding in your career.

Posted in Ability Tests, Aptitude Tests, Best Career Tests, Career Ability Tests, Career Aptitude Tests, Career Tests, Career Tests General, College Career Testing, College Tips, College/High School, Test Name, Test Type, The Highlands Ability Battery (THAB), Uncategorized | Tagged , , , , , , , , , , | Leave a comment

Succeeding Using The “Performance Effectiveness Principle”

Succeeding Using the “Performance Effectiveness Principle”  

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Boost your performance using this secret principle!

Want to know a secret?

There is a simple method or rule of thumb out there that can massively increase your productivity and happiness both in your life and in your workplace.

The Secret to Performance Effectiveness

I’m going to tell you how to be more effective in the things you choose to do – letting you experience more success, rather than wasting time and needlessly struggling.

Nope, the answer isn’t “eat more kale,” or “exercise for 2 hours a day,” or “get plenty of sleep,” or “take this miracle pill”.

Healthy eating and exercise and sleep are all great things to do, don’t get me wrong, but that’s not what I’m here to talk about.

I’m here to talk about something called the “Performance Effectiveness Principle”.

Understanding this concept will make you more effective in what you choose to do, and help you concentrate your efforts toward areas that will get you more and better results.

The Performance Effectiveness Secret Revealed

The performance effectiveness principle deals with your abilities and weaknesses.

The basic idea is this: when it comes to your strengths and abilities, you are able to put forth less effort, while getting greater and more plentiful results. Conversely, when it comes to your weaknesses, you can put forth great effort, and still produce a lower quality product and poorer results.

Performance Effectiveness and the 80/20 Rule

Some refer to this principle as the “80/20 Rule”.

When you have a natural ability or aptitude, you are able to put forth a only 20% concentrated effort and yet still get a product or service that reaches the 80th percentile in quality.

When dealing with areas in which you are not naturally gifted or able, you need to put forth a minimum of 80% of your full possible effort, but still only get to a 20% level of quality in the outcome, despite your trying efforts.

These weaknesses are skills that you have learned, but that is not really associated with any of your natural abilities. You can expend much higher physical and mental effort, yet not get anywhere close to the results that you feel your effort merits.

The 80/20 Rule Revealed in Handwriting

How can you best understand the impact of the 80/20 Performance Principle Rule on your work?

Well, think of it this way:

Working in an area or in a position that utilizes your natural abilities and aptitudes is like writing your name. You are able to simply pick up the metaphorical pencil and fluidly write out your name on the paper.

But when you work in a position which does not use skills that come naturally to you, it’s like picking up that same pencil and writing your name, only this time you’re forced to use your left hand.

Try it!

Stop reading this post, grab a pencil and some scrap paper.

This blog will still be here when you’re done – we won’t go anywhere.

Okay, did you do it?

Hard, huh?

And look at what you wrote – it’s pretty easy to see which hand you used for each version of your name, right?

You hardly even think about it when you write your name with your dominant hand, it comes so naturally. You expend almost no effort, and yet it looks exactly as you want it to. It has character written all over it… It’s like your unique stamp of personality.

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It is clear how much less effective I am at writing my name with my left hand…

Then, when you switch hands, you spend ten times as long trying to get the letters shaped and written in a legible manner and have to concentrate with everything you have just to get it on the paper. And then it looks like a preschooler, or a hundred-year-old person wrote your name for you.

Does that help to illustrate the 80/20 Rule, and the performance effectiveness principle? I think it is a very powerful representation of how true this concept is.

Stress and the Performance Principle

The results are even more dramatic, more clear cut were you to write your name under stressful circumstances. I use stopwatch to incur stress. When using your weak hand, the writing quality deteriorates, even though you didn’t think it can get worse. And, most people can’t even finish their signature.

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I use a stopwatch to add the element of stress to show my clients just how much stress affects the performance effectiveness principle

The exact opposite is true when using your strong hand. Signatures are typically finished well before “time is up”, and displays an added flair of character (better quality).

The same can be said when you work from your weaknesses or strengths under stress.   When working in something that demands your weak abilities while under stress, you need 3 – 4 X the amount of time and effort to pull off a product that still can’t match that of someone using their strengths.

How The Performance Effectiveness Principle Rule applies to You

It is clear, then, how important it is to be very familiar with your personal strengths and weaknesses. If you have only a vague idea of your natural abilities and aptitudes, how can you expect to be effective in the work you choose to do?

The Highlands Ability Battery is the perfect answer. It is an ability test that will pinpoint your abilities and weaknesses with extreme accuracy. It is the best career test of its kind. It will clearly expose your personal strengths and weaknesses, and equip you to dramatically increase your effectiveness.

A clear knowledge of your strengths and weaknesses will allow you to take full advantage of the 80/20 Rule so that you can get maximum quality and quantity outcomes of whatever work it is you are doing, while expending the least amount of unnatural effort.

Think about how much happier you will be when you don’t have to work so hard just to get mediocre results at best! The performance effectiveness principle unlocks nearly unlimited potential for anyone who wants to boost his or her results, morale, and efficiency. It is the number one way to be more effective, bottom line.

Spend time doing what you’re good at, and you will get good results.

Posted in Ability Tests, Aptitude Tests, Best Career Tests, Career Ability Tests, Career Aptitude Tests, Career Tests, Career Tests General, Career Tools, IQ Intelligences Test, Leadership Test, Leadership Tips, Performance Tips, Test Name, Test Type, The Highlands Ability Battery (THAB) | Tagged , , , , , , , , , , , , , , | Leave a comment

Elections Are Influenced By Candidates’ Vocabularies!

Vocabulary influences presidential election results.

We vote for people we trust. We trust people who speak our language.

Vocabulary is a very important aspect of communication, and of trust. Are you conscious of they kind of vocabulary being used during this election race? Are you aware of the ways that candidate’s vocabularies influence your trust? And what does this mean for the kind of candidate are you most likely to trust?

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Candidates’ vocabularies will have an influence on who you vote for

As we all ramp up for another round of presidential elections, the nation will be frenzied with all sorts of opinions and theories and new information concerning the different candidates.

We all have our preferences and agendas and opinions, and thankfully live in a nation where they can be freely expressed and voted upon.

I’m not going to write about my opinion on who should or shouldn’t be elected (there’s already plenty of that out there on the internet) – instead, I’m here to add an interesting variable concerning election results.

Candidates’ vocabulary plays a large role in determining who votes for them, and that this aspect is mostly subconscious to the populace. Most of us hardly realize the reasons we trust the candidates that we do. In fact, a big factor that plays into this is the vocabulary that that particular presidential hopeful uses.

A good example is in the 2004 race between John Kerry and George Bush.

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Vocabulary played a role in the Kerry-Bush race in 2004

Kerry, it seemed, spoke in a very professional manner, and used complex words. His working vocabulary was and still is very advanced, showing his education and obvious intelligence. He carefully crafts his speeches to deliver a precise, exact style of communication to his audience.

Bush, in comparison, seemed to speak more simply. His vocabulary was common, and his delivery was less “practiced” and professional. The words he used were more of everyday vernacular.

Bush said things like, “talk about” whereas Kerry chose “address”, or “should” when Kerry said “ought”.

Both Kerry and Bush graduated from Yale with nearly identical average grades. Bush went on through Harvard for his M.B.A., and Kerry went to Boston College Law School. Clearly, both candidates were extremely well educated.

And yet, Kerry spoke at a much higher level than Bush, it seemed. Wouldn’t this be a desirable quality in a candidate, for those voting for him? If so, then why did Bush end up winning that election (excepting involvement of outside circumstances like the Supreme Court’s ruling)?

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Barack Obama

Let’s look at our current president – Barack Obama. What about his vocabulary when addressing the nation?

Obviously, to be even considered for President, a candidate must have an incredible vocabulary, and Obama was no exception. Like Kerry, Obama is a lawyer by training but a man with common roots. Did the way in which he utilized his language to communicate to potential voters influence his back-to-back elections?

I believe it did. Obama used words that the common man would understand, and simplified concepts and ideas so that the populace could comprehend them. He did not use lofty terms or expressions that would alienate the public, since the vast majority of them were less educated than he (Obama graduated from Columbia and Harvard).

His somewhat halting method of speech gave the impression to the more academic viewers that he knew what he wanted to get across, but had to pause to gather his thoughts in order to phrase them in a way that would be simple to understand. The sophisticated audiences felt that he could communicate on their level, but worked to abridge himself in order to be understood and trusted by those with a common vocabulary.

But does the vocabulary used in promotional speeches and addresses actually affect the outcomes of the elections?

Well, Bush beat Kerry in 2004, and Obama beat McCain in 2008 and Romney in 2012. Was this completely attributed to their vocabulary? Definitely not, and I’m not arguing that it was. However, there is reason to believe that it definitely played a role.

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Humans trust those who speak on a similar level

Humans trust those candidates who speak on a similar level to themselves. There are many sources out there that examine the connection between trust and language, communication, or speech.

Charles Feltman wrote a good article about trust and language in the workplace, and that everyone can intentionally build and sustain trust through their language. The Ivey Business Journal posted a piece about leaders using communication to build trust, and how fundamental the style of communication is to being trusted by those who are being communicated to. Finally, the US National Library of Medicine published an interesting academic article talking about the importance of physician-patient communication, and how the vocabulary used plays a large role in establishing trust in that relationship.

Obviously, vocabulary, language, and communications are very important elements impacting trust levels between humans, and this is especially true when concerning presidential elections.

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Being spoken to with too high a level of vocabulary induces feelings of confusion, leading to distrust

It’s a natural response for us to trust those candidates who sound like us. We quite naturally develop an aversion to the candidates who speak with a vernacular more advanced than we use – we can’t quite understand everything, and get the feeling that we’re being swindled or conned; that the person is trying to baffle and impress us into agreeing with them. We distrust them, then, since we feel like we’re being duped.

On the contrary, we feel a kinship; a connection or subconscious affiliation with those candidates running in the presidential election who use a vocabulary similar to our own. We are more likely to trust the things they say, and to believe their promises, when they are phrased in words that we regularly use and understand.

To further elaborate on this concept, it is important to understand that there are three main levels of vocabulary:

  1. Common
  2. Business/professional
  3. Executive/academic

These dictate the portion of the population that will trust the candidates that talk on each level.

For example, if one of the presidential hopefuls speaks and understands the “Business/professional” level, those are the people that will trust him or her. The “Executive/academic” level speakers will find themselves connecting with the candidate that speaks more eloquently than the “Business/professional” level, and the “Common” speakers will distrust both hypothetical candidates because they are not being spoken to on a colloquial level, and it is just foreign enough to provoke feelings of skepticism and aversion.

This is not to say that the only people that you will ever vote for are those with the same level of vocabulary – that would be ridiculous. PLOS features a blog post elaborating on just how many things play into and influence our decision on who to vote for. But it is proven that on a general trend, and especially with communication between strangers such as is exemplified in a presidential election, humans trust those with whom they share a similar vocabulary level.

Peter Meyers is a communications expert who would even go so far as to say that every election can be predicted by the communication style of the candidates running!

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Pay attention to the vocabulary used when watching candidates speak

As the election process develops and continues, look for the ways that the candidates use the element of vocabulary. Do they speak way above you? Does that make you trust or distrust them? Do they communicate with you on a level that you understand?

It will be interesting to see how vocabulary plays a role in next year’s elections. It’s a small, yet powerful aspect of communication and persuasion that can be harnessed by anyone and used to their advantage.


To find out what percentile of general vocabulary mastery you fall into, visit TestEts and take the Highlands Ability Battery. Enlighten yourself as to how vocabulary can be used as a tool, the level that you speak with and understand, and how this may be swaying your feelings of trust concerning voting for the presidential elections.

Posted in Ability Tests, Aptitude Tests, Best Career Tests, Career Ability Tests, Career Aptitude Tests, Career Tests, Career Tests General, Choosing A College, College Tips, College/High School, Employee Test, IQ Intelligences Test, Leadership Test, Multiple Intelligences Test, Test Name, Test Type, The Highlands Ability Battery (THAB) | Tagged , , , , , , , , , , | Leave a comment

How Hit Your “Bullseye Career” Using The Strong Interest Inventory

To be happy, you need to hit your “bullseye career”

Have you ever wondered if there is a career out there that you would absolutely love? You know you are interested in certain things, but can they be found in the workplace , a single job or even a lifetime career? And how do you find out exactly what those interests are, and what kind of jobs incorporate them? How do you find a career that hits the target of all your interests? How do you find one that hits the bulleye?

To answer these questions, I made up a “bullseye” or “target” career defining method for interpreting the Strong Interest Inventory (SII). I will explain “bullseye career targeting” method after giving a little background of Strong Interest Test.

The Strong Interest Inventory is the best career interest test on the market.   It uses John Holland’s theory, which articulates 6 interest themes (called Holland Codes) into which he divides the world of work and breaks these themes down further into 30 interest areas before ranking 130 occupations. Section 2, the “Career Interest Areas,” containing the 30 work interests, is arguably the most helpful and important part of the Strong Test. Most importantly, it applies equally well for career changers as for college students.

If you’ve ever taken this interest test, you’ll remember that this is the page with “Top Five Interest Areas” section, accompanied by six sets of bar graphs rating your career interests in different categories within each of the 6 themes (the themes being “Realistic,” “Investigative,” “Enterprising,” “Artistic,” “Social,” and “Conventional”).

The values on the bar graphs are assigned a level, varying between “Very Little” to “Very High” interest levels. Your top five highest interests areas are displayed above the graphs, in the aforementioned “Your Top Five Interest Areas” box.

Each person’s top five interests are unique: yours will be different even from your best friend or your most enjoyable co-worker. The top interests that come up for you can be interpreted as your fulfillers, satisfiers, and energizers. In contrast, your bottom three interest categories would, therefore, be your stressors, fatiguers, and dissatisfiers.

If you can find a career that includes all of your top 5 interests you can be guaranteed that you’d LOVE your career. It is rare to be able to find a single job that does that, however. Even if you can’t find a job containing all 5, you should then to find a way to incorporate them into your personal life if you wish to enjoy your life.   These top interests are your “happy factor”. Isn’t it nice to know that there is a test out there that can help to tell you what will make your happy in work and in life?

This is the type of target shape I use for my bullseye method

But, what about the 25 other interest categories you don’t see in your top 5? I like to review them in two ways. First of all, I like to see if there should be exactly 5 interest categories that qualify for your unique top interests. And secondly, I like to see exactly how strong your top 10 interests are.   To review these in a meaningful way, I first draw out a target on a piece of paper, made of three concentric circles. This is the career target – your career target tool.

In the innermost circle, the “bullseye,” is where I write your highest career interests. I don’t just limit them to your “Very High” interest scores, though. In some cases, the highest level scored will be just “High”. These highest interests are placed in the bullseye of the career target.

From there, I move to the next circle out on the career target.  Here, I write the areas that fall into the next natural break in scores. Sometimes, these are in the same “High” category but are lower in ranking. Other times, these fall an entire scoring level lower. You see, each person’s distribution of interests is profoundly unique. Regardless, there always seems to be a natural division within the top 5 interest categories between the “bullseye” career interest center and the next target circle.

Finally, in the outermost circle, I write the career interests in which you scored high but not as high as in the other 2 interest circles. Sometimes, there is absolutely no “outer circle” career interests. Other times, none fall in the middle circle. On occasion, there is a longer list than the designated top 5. For example, I had a client who had 2 bullseye career interests, 2 middle career interests and 5 outer ring career interests. Instead of having just 5 career interests, this client actually had 9 top career interests she needed to find expression for to be happy in her life.

For people like this or who have diverse interests, I always recommend taking The Highlands Ability Battery since such a career interest profile indicates the person has, what are referred to as “driving” abilities. Driving abilities unconsciously demand expression — let me repeat: “unconsciously DEMAND” – and therefore these are critical to know for life and career happiness.

The career target diagram is laid out in said fashion which makes it easy to see what you need to aim for in a career if you want to love it. To hit “the career bullseye” with a single job, you will include all of the areas in which you maintain a very high interest level. It is even better to hit a career that encompasses the middle and outer circle also. If you can find such a career, you will have hit your “career bullseye” – a work you’ll love doing for a lifetime.

The goal of my “Bullseye Career Method” or “Career Target Method” is to visually show you how to find your career happiness. The more of the target that can be included in the career you decide to pursue, the happier you will be. Your career will be fulfilling, satisfying, and you will be fully energized to perform in it, if you are able to hit the bullseye.

A good career coach with superior training in the interpretation of the Strong Interest Inventory will be able to help to (1) identify exactly which career interests fall in each ring of the circle, (2) explain more in-depth what each of your top interest areas means, and (3) find ways that you can take something you are interested in and turn it into a career.  That can be a difficult gap to bridge, but an expert career coach can do just that with you and your Strong Interest Test results.

For expert career help, including interpretation of the Strong Interest Inventory, click here.

Posted in Career Tests, Career Tips, College/High School, Employee Test, High School SII Strong Test, Interest and Skills Test, Interest Tests, Leadership Test, SII Strong Test, Strong Interest Inventory (SII), Test Name, Test Type, Uncategorized | Tagged , , , , , , , , , , , , , | Leave a comment