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

By Jeff Altman, Big Game Hunter

Career assessments have been around for decades and promise to unlock the secrets of what 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 express 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 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.

Assessments also reflect 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 assessment 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 “field testing” the 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:

1. How did you get started in this career?

2. What keeps you motivated or focused at work?

3. What does success look like in this field?

4. What qualities or skills make someone stand out?

5. 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 description. 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; 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. Or, once you’ve explored all that’s involved in these paths, the advice from Consulting can translate into HR, coaching, or training.

Career satisfaction grows at the intersection of your strengths, interests, and real-world opportunities. Assessments 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.

Ⓒ Big Game Hunters, Asheville, NC 2026

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