Brain Drain - Hochschule der Bundesagentur für Arbeit

���������������������������������������������������
���������������������������������������
�
�
Organizations publishing collected tests impose the limitation for selling part of tests
only to qualified specialists. Accordingly BD – BG counsellors should acquire the
necessary education and experience and receive certain training in order to use
standardized questionnaires in their practice and correctly and adequately interpret
the results.
3.3 Unit 2: Informal Assessment
Informal assessment instruments generate information about the individual through
means less structured than standardized tools. The non-standardized assessment
instruments are related to the individual behaviours analysis (by observation) or to
the personal statements analysis, which are related to ones feelings, interests,
attitudes, experiences. There are no formal procedures to administrate or interpret
the results of the application of those instruments, for this, the counsellor uses their
personal and professional skills to analyze and interpret. Those instruments are
generally developed by the investigator, for a certain counselling situation, that is why
they are less structured and less relevant for many of the situations. In this regard
and taking into account the characteristics of working with immigrants and emigrants
informal methodologies are more relevant and more frequently used in BD – BG
counselling despite their disadvantages.
3.4 Unit 3 Interview
We assume the interview as a separate assessment method because it can be
structured, half-structured or not structured and formal, semi-formal and informal. The
interview is a basic method in counselling process and is also used for comparison of
the results from other methods implemented. The interview appears to be the most
applied method in BD – BG counselling for immigrants and emigrants because of the
lack of elaborated methodologies.
3.5 Unit 4: Interest Assessment Tests
Usually these inventories can help answer the questions, "What do I want to do?"
and "How do I get there from here? “ There is a clear distinction between abilities and
interests (as preferences for some activities). These instruments help to compare the
scores obtained by the client regarding the vocational preferences with those of
some people who activate in all professional sectors.
Examples:
• The Strong Interest Inventory (SII) is the most widely used interest inventory in
the history of career measurement. It is useful in making educational and career
plans. The SII measures clients’ degree of interest in career fields and compares
their general interests with people presently employed in those fields. It may be
used to help the immigrants and emigrants understand their work interests and to
show some kinds of work in which they might be comfortable.
143