No BS Career Advice: February 8, 2026

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By Jeff Altman, Big Game Hunter

“There is no passion in small things…” ~Nelson Mandela

As we enter February, it’s common for people in the Northern Hemisphere to start feeling a little depressed as the winter doldrums begin to hit them. Get out of the house and meet people, even if that means going shopping or taking a walk. For those of you who are lucky enough to live in a climate that is pleasant rather than dull, take advantage of all it has to offer. . . . And smile at the people you pass. You’ll feel good about it, and you’ll probably support them too.

I have always enjoyed adapting my coaching practice to different types of services and products. Last week, I announced a project called “Interview with Intel Snapshot” we are there Generate customized intelligence profiles for upcoming interviews Based on your resume and job description. This week, I’m releasing “Strategy Files,” a document dedicated to you. I analyze your experience against the job requirements to identify your unique value proposition and, most importantly, your hidden risks. It will help you prepare for that important interview.

Is a career assessment worth your time? Only if you test the results.

Career assessments have been around for decades and promise to unlock the secrets of what jobs we “should” be doing. They’re popular because they bring some structure to the seemingly daunting process of figuring out a career path that fits your personality, values, or innate strengths. While these tools can provide valuable insights, they are only a small piece of the puzzle. The real test comes when you take these insights into the real world and talk to the people who do the work.

Why career assessments are still important

If used correctly, a career assessment can help you speak to what you already know about yourself. They identify your preferred patterns, communication styles, problem-solving methods and work motivations. This reflection can be useful, especially if you are in a period of transition—thinking about entering a new field, preparing for a mid-career transition, or returning to work after taking some time off.

The most common types of assessments include:

interest inventory (like a Strong Interest List or Dutch Code) Match your likes and dislikes to areas that people with similar characteristics find satisfying.
personality assessment (e.g., Myers-Briggs Type Indicator or Big Five) Describe how you interact with others and absorb information.
Strengths-based tools (such as CliftonStrengths) can identify your talents and suggest areas where you might excel.
Values or motivation assessmentwhich identifies what drives you—autonomy, stability, recognition, service, or innovation.

What these tools cannot do is Decide for you. They don’t see your financial goals, family responsibilities, or the realities of the local labor market. They are a starting point and conversation starter for exploring appropriate content, not the final answer.

The problem of only looking at superficial results

A common mistake job seekers make is taking the results of an assessment as a sure thing. For example, someone who scores high on “artistic” interests may worry that they can only succeed in the creative industries, while someone with a “realistic” type may see themselves as belonging in a hands-on technical role. But job satisfaction rarely corresponds clearly to categories. People thrive in many environments for reasons other than personality: a great team, a supportive manager, or meaningful influence.

The assessment also reflects how you see yourself at a specific moment. When your circumstances change, your answers will change too. For example, a recent layoff, family changes, or health problems may change feelings of being desirable or practical. That’s why it’s dangerous to think that an online quiz or personality map will help you take your next career step. It is more accurate to think of these results as hypotheses that need to be tested.

How to test your career assessment results

Informational interviews are the best way to stress-test your evaluation recommendations. If your results emphasize “strategic problem solving” and “working independently,” don’t just assume you’re in the consulting industry. Talk to two or three people who really understand. Do That kind of work. Ask them what a typical day is like, what skills they use most, what they enjoy, and what frustrates them.

These conversations can help you understand:

Whether daily life makes you feel energized or exhausted.
The character really relies on different skills than the ones that look impressive on paper.
How people get into the field and whether your background aligns.
What is the reality of career advancement and earning potential.

Think of it as a “field test” on your assessment data. You are verifying the alleged suitability for actual working conditions. You’ll almost always learn something useful—sometimes confirming the direction, sometimes refining or rejecting it.

How to have these conversations

Approach informational interviews with curiosity, not an agenda. You’re not asking for a job; You are gathering intelligence about working life in the field or role you are considering.

A simple five-question framework works well:

How did you get started in this career?
What keeps you motivated or focused at work?
What does success look like in this field?
What traits or skills make someone stand out?
If you were starting over, what would you do differently?

Schedule 20-30 minutes via video or phone call, thank them for their time, and include a brief note. These small gestures build both relationship and clarity—something no online tool can replicate.

Combine self-insight with real-world exploration

The goal is not to dismiss assessments; rather, it is to use them wisely. They can give you helpful ideas and self-awareness. But when you combine these insights with first-hand conversations, the real genius emerges.

For example, you might find that while your top result suggests “Data Analysis,” the one that excites you most is explain insights to othersleading you toward an analytical communications or customer education role. Alternatively, the advice from “Consulting” can be translated into HR, coaching or training once you’ve explored all that’s involved in these paths.

Career satisfaction grows at the intersection of your strengths, interests, and real-world opportunities. Assessment can help you identify the first two. Talking to people can help you find the third one.

The smartest candidates, no matter what stage of their career, see assessments not as answers but as prompts to explore. Use them to raise questions, not conclusions. Then, go talk to professionals who are living in the scenarios these tools describe. This is how you turn personality traits into actionable career decisions.

I shared a lot of new content last week, including:

How to get more interviews: Are there multiple vacancies like this?

LinkedIn’s #opentowork post

How can you get employers to speed up the hiring process?

Basic principles of networking

Find a career with purpose by looking for intersections

Is this why your resume keeps getting thrown away? (cold truth)

Recession-proof careers: Getting back to normal

No BS Career Advice: February 1, 2025

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Schedule a free discovery call with me: www.TheBigGameHunter.us/schedule Discuss my guidance for you during your job search and beyond.

Subscribe to No BS Job Search Advice Radio on Spotify, Apple Podcasts, or wherever you listen or watch podcasts. I’ll be posting new episodes every Monday, Wednesday, and Thursday.

#BeGreat

Jeff Altman, MSW, CCTC

People around the world hire me to provide no-nonsense job coaching, career guidance, and career advice because I make the job search easier | I help executives log in when others can’t