Brain Drain - Hochschule der Bundesagentur für Arbeit

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Questionnaires and lists for assessment of other abilities and skills can be created in
a similar way. BD – BG counsellor should discuss with the client the meaning of
terms or concepts during the elaboration of such lists and questionnaires. It will
ensure the client understands of the meaning which the counsellor has put into them.
The RIASEC model should be pointed out as a methodology for surveying interest
and abilities. The model is based on the J. L. Holland theory. Holland differentiates 6
types of personalities in accordance with their ways of acting in the society that are
reflecting their basic orientation: realistic, investigative, artistic, social, enterprising
and conventional (RIASEC). Holland states that people tend to favour the
environments which better match their personality and gives them the possibility to
fully express their desired abilities, skills, interests, values and roles. All RIASEC
types exist in every one but one of them tends to be more expressed – dominant.
A very important aspect of abilities assessment is the client’s job searching and
finding abilities and skills assessment. It has a great significance in BD –BG
counselling for updating the client’s information with regards to means and methods
for searching for and finding a job relevant for the country they will work in. For
example in Bulgaria it is quite common practice for people to actively use their social
networks when searching for a new job whereas it can be unacceptable for other
countries. Submitting documents when there is no vacancy announced can be
common practice in some countries and not a recommendable approach in others.
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