#riasec test

[nathandulce]

Been crazy busy

Been crazy busy but never too busy for dessert.

On a serious note, I did a RIASEC test and scored high for S, followed by A and R. Meanwhile, my job category would fall under C, which basically means that I am in the wrong job.

Does that mean I need to start a new job hunt soon? *sighs*

Adios!

[psychometrictesting]

Psychometric Profiling, Job Personality Tests, and Career Personality Tests: Unveiling Potential and Fit

In the ever-evolving landscape of the job market, employers and job seekers alike are turning to advanced methods to ensure the best matches between roles and individuals. Among these methods, Psychometric Profiling, Job Personality Test, and career personality tests stand out as pivotal tools in the recruitment and career development process. These tools provide deeper insights into an individual’s personality, aptitudes, and potential fit within a given role or organizational culture.

Understanding Psychometric Profiling

Psychometric profiling is a scientific approach to measuring individuals’ mental capabilities and behavioral style. The objective is to gain a comprehensive understanding of a person’s psychological makeup. This includes aspects such as intelligence, skills, and personality traits. Psychometric tests are typically designed to be objective and standardized, ensuring that the results are consistent and comparable across different individuals.

The Role of Job Personality Tests

Job Personality Tests are a subset of psychometric assessments focused specifically on understanding how a person’s character and temperament align with the demands of a particular job. These tests evaluate traits such as conscientiousness, extraversion, agreeableness, emotional stability, and openness to experience.

The benefits of job personality tests are manifold. They assist employers in:

Identifying Suitable Candidates: By comparing a candidate’s personality profile with the job requirements, employers can determine if the candidate is likely to succeed and thrive in the role.

Enhancing Team Dynamics: Understanding personality traits can help in creating balanced teams where members complement each other’s strengths and weaknesses.

Reducing Turnover: When employees’ personalities align with their job roles, they are more likely to be satisfied and less likely to leave, reducing turnover rates.

Improving Performance: Employees whose personality traits match their job roles tend to be more engaged and productive.

From the candidate’s perspective, Job Personality Tests provide valuable insights into their own compatibility with various roles, helping them make more informed career choices.

Exploring Career Personality Tests

Career Personality Tests, while similar to job personality tests, have a broader scope. They are designed to help individuals understand their core strengths, preferences, and interests to guide them towards suitable career paths. These tests often incorporate elements of interest inventories, value assessments, and skill evaluations.

The use of career personality tests can be particularly beneficial in the following ways:

Career Guidance for Students and Young Professionals: These tests can provide direction to individuals who are at the beginning of their career journey, helping them to select educational paths and career options that align with their personality.

Career Transitions: For those considering a career change, these tests can offer insights into new industries or roles that may be a better fit based on their evolved interests and skills.

Personal Development: Understanding one’s career personality can highlight areas for growth and development, enabling individuals to work on specific skills or traits that are important for their desired career path.

Career Personality Tests commonly used include the Myers-Briggs Type Indicator (MBTI), the Strong Interest Inventory, and the Holland Code (RIASEC) assessments. These tools help individuals match their unique profiles with compatible career options, increasing the likelihood of long-term job satisfaction and success.

Integration and Application in the Workplace

The integration of Psychometric Profiling, job personality tests, and Career Personality Tests in the workplace can transform the hiring and development landscape. Here’s how organizations can effectively utilize these tools:

Recruitment: By incorporating psychometric assessments into the recruitment process, organizations can ensure a better fit between candidates and job roles, leading to improved performance and job satisfaction.

Employee Development: Regular use of these tests can help in identifying training needs, creating personalized development plans, and fostering a culture of continuous learning.

Team Building: Understanding the diverse personality traits within a team can enhance communication, collaboration, and conflict resolution, leading to more effective teamwork.

Succession Planning: Psychometric profiling can aid in identifying high-potential employees and preparing them for future leadership roles through targeted development programs.

Conclusion

The strategic use of Psychometric Profiling, job personality tests, and Career Personality Tests offers a wealth of benefits for both employers and individuals. For employers, these tools are essential in making informed hiring decisions, optimizing team dynamics, and enhancing overall organizational performance. For individuals, they provide critical insights into personal strengths and preferences, guiding career choices and professional development. As the job market continues to evolve, the integration of these assessments will play an increasingly vital role in shaping successful and fulfilling careers.

[sami3214]

Integrating Psychometric Assessments Into Counselling

Do you feel like you’re stuck in your career journey? Are you eager to uncover your potential and find a path to success? Well, no need to look any further!

This blog post will dive into the remarkable world of psychometric assessments and how they can revolutionize the process of career counselling.

Join us on a journey as we uncover the science of triumphant vocations and understand how incorporating these powerful techniques into counselling can reveal your capabilities and lead you to contentment.

Secure your seat before we start this thrilling trip!

Psychometric Assessments

Psychometric assessments are essential to the work of counsellors, enabling their clients to gain greater self-awareness and clarity around their future.

Such tests can offer invaluable information on individual traits, preferences and abilities, which can be instrumental in making important decisions about one’s life path.

Psychometric assessments, when used together with counselling, can be highly beneficial in deciphering the scientific aspects of a promising career.

Furthermore, counsellors trained in these assessments are capable of aiding individuals to comprehend their outcomes and select a career that is suitable for them.

If you would like to explore psychometric assessments further or incorporate them into your counselling work, there are many resources which you can easily access online or through professional organizations.

Benefits of Psychometric Assessments in Career Counselling

Psychometric assessments are valuable resources, offering insight into someone’s talents, weaknesses and preferences.

This information is a great asset for individuals to consider when deciding upon their future careers.

Assessments serve as a great tool for recognizing areas of potential which require more training or development.

By recognizing an individual’s strengths and weaknesses, counsellors can give better advice tailored to their needs.

Psychometric assessments can be a great asset in helping individuals gain a greater knowledge of their personality type and how it influences their career decisions.

With this self-awareness, they can make choices that will give them the highest pleasure and accomplishment.

Types of Psychometric Assessments and Their Uses

Psychometric assessments provide an effective way to measure an individual’s psychological attributes and traits in various settings. Various assessment tools have advantages, including those used for career counselling, educational guidance and clinical psychology.

Some popular psychometric assessments are aptitude tests, personality inventories and psychological evaluations. Each has its distinct purpose.

DISC Assessment:

This assessment gauges an individual’s behavioural tendencies and communication strategies based on Dominance, Influence, Steadiness and Conscientiousness.

Uses: Team constructing, conversational tutoring, honing commanders, recognizing managerial approaches, enlistment and appointment consist of evaluating applicant’s appropriateness for designated positions and

Raven’s Progressive Advanced Matrices.

This assessment evaluates non-verbal cognitive capabilities, especially analysis of concepts and problem-solving.

Uses:

Cognitive ability testing can serve multiple objectives, including educational assessment, talent identification and job selection processes. It is a way to measure fluid intelligence and problem-solving skills.

Holland’s RIASEC Model 

People’s hobbies and preferences can be grouped into six categories: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional.

Uses:

Career guidance often makes use of psychometric assessment, specifically the RIASEC model. This tool helps individuals discover suitable career options based on their interests and personality preferences and also enables organizations to plan for long-term development effectively.

It allows people to explore career paths relevant to their abilities and talents, enabling them to understand better how such roles match their interests and strengths. 

Additionally, it can be used in employee development, assisting with career pathing and team composition by considering individuals’ Holland types.

Psychometric assessments are commonplace and encompass intelligence tests, personality tests, aptitude tests, and interest inventories. Intelligence tests assess an individual’s cognitive abilities and possible academic success.

Personality evaluations show how the person interacts with others and their emotional makeup. Aptitude tests explore the strength or weaknesses of certain skills, such as math or verbal reasoning. 

Last but not least, interest inventories uncover a person’s favoured activities and interests.

Psychometric assessments guide appropriate careers aligned with an individual’s skills and inclinations. Additionally, they can craft bespoke learning plans which focus on one’s exact areas of requirement. 

When employed correctly, psychometric assessments may be indispensable in assisting people to excel in their endeavours.

How to Integrate Psychometric Assessments into Career Counselling?

Psychometric assessments are vital to career counselling, providing insight into an individual’s skills, capabilities, and suitability for a given career path. When used correctly, these tests can direct people towards positions that suit them best and away from those with which they may struggle.

Counsellors should be knowledgeable about the various psychometric assessments available when counselling individuals on their career options. It is best to work with the individual to determine which assessment would be most suitable for them.

After the testing is complete, counsellors can use the results to assist in understanding an individual’s strengths and weaknesses that may influence their success or difficulty in certain careers. With this data, counsellors can guide individuals in deciding their future paths.

Challenges & Solutions for Implementing Psychometric Assessments

Psychometric assessments can offer individuals helpful insight into their strengths and weaknesses and help them determine a career path suited to their abilities. Despite this, certain difficulties can impede the incorporation of psychometric assessments into counselling sessions.

Psychometric assessments can be costly and time-consuming, two challenges which need to be considered by counsellors. They must be prepared to provide alternatives if clients cannot pay and ensure they use the most efficient assessment tools to optimise their time.

Despite the challenges that may be present, there are a few ways practitioners can successfully incorporate psychometric assessments into counselling. Reaching out to local universities or colleges and taking advantage of free/reduced-cost assessments is one option.

Alternatively, using online assessment tools can be time and cost-effective. Through careful organization and execution, psychometric assessments can prove invaluable in any counselling practice, says Ms Kavita Rai, Career Counsellor.

Research Studies on the Use of Psychometric Assessments in Career Counselling

As more and more research confirms the benefits, psychometric assessments are increasingly applied in career counselling to help individuals recognize what they bring to the table and make better-informed choices about their future. In this article, we discuss this evidence in detail.

One study that examined psychometric assessments in career counselling found that individuals who received assessment results congruent with their self-reported interests and values were more likely to be satisfied with their career counselling experience (Fisher & Holland, 1992). 

The Psychometric World’s Holland code and aptitude assessments have been a game-changer in my counseling practice. The precise and comprehensive results empower my clients to confidently pursue careers that align with their strengths and passions. Says Sunanda Rao, the Career Counsellor & HR Professional 

With The Psychometric World’s assessments, I can offer my clients a personalized career roadmap. The valuable insights from Holland codes and aptitude tests equip them with the knowledge to make well-informed decisions about their professional journey, said Ms Chitra Guru

Another study found that when psychometric assessments were used as part of a comprehensive career counselling intervention, participants showed significant increases in self-awareness, self-efficacy, and hope (Gelso & Carter, 1985).

These are all important factors in successful career development.

A meta-analysis of research on  assessments used in career counselling showed they make positive contributions to life outcomes such as educational and employment decisions, satisfaction with life and work, and mental health (Holland et al., 2013).

Research suggests these assessments can be a beneficial aid in career counselling. They can help people recognize their strengths and passions, pair them with appropriate jobs, and foster self-understanding and trust in their decisions about their future.

This article has examined the science behind successful careers and how these assessments help counsellors guide their clients towards achieving their objectives.

We have established that by ascertaining a person’s attributes, such as their skills, interests, values and personality traits, advisers can comprehend which career path may be most suitable for them.

Assessments like these are helpful to inform individuals about their capabilities and make informed selections on the profession they wish to pursue.

If we incorporate such tools into counselling sessions, we guarantee everyone is given a chance to reach their utmost capacity and locate satisfying pathways through life.

[incorrectclassicbookquotes]

For my class I had to take the IIP RIASEC test, and I got a zero in Realistic so thanks for that test. Surprisingly I got an 18 in Social which is weird because I’m very introverted unless I’m around people I’m comfortable with.

But my top three careers should be Social, Artistic and Investigative according to this test and the top three careers they gave me are Music Therapist, Art Therapist and Education Teacher for Postsecondary school.

[psychinfo]

Have you ever struggled with finding the right major or career path for yourself?  Try taking a Holland Code test!  Developed by John L. Holland, tests that use Holland Codes look at your personality and interests to suggest a wide array of careers that might be a good fit for you.  After taking the test, you are given a 3-letter code, made up of the letters RIASEC (see above for an explanation of each letter).  Different combinations indicate different fields/careers that might be a good fit!

For example, my code is SAI - Social, Artistic, Investigative.  The combination of these three “traits” means like I like working with people, I like being creative, and I like to be analytical and work with data.  This combination means that careers such as counseling or teaching would be ideal for me!

One nice thing about this type of test is that you often end up with a variety of jobs that require different educational requirements, offer different pay, and allow you to examine your own skills, interests, and values as you consider the results.

You can take a version of this test here!

[personalitytypologygr]

Οργανωτικός Τύπος μοντέλου RIASEC (Conventional/Organizer):

Ο Τύπος αυτός ευδοκιμεί σε περιβάλλοντα όπου απαιτούνται οργανωτικές...

https://www.facebook.com/PersonalityTypologyGR/posts/186302956854210

[ill-be-istj-if-no-one-else-is]

Hi there!! I've been taking a career paths course at uni and my professor says I'm one of the oddest individuals he's met cuz I'm an ENFP with a STRONG CIS (RIASEC dealio where mine is organizing, investigating, and peopling) I've been googling more about ENFP and found a few of your stuffs so hey! I has a Tumblr now XD is my combo weird?!

So I’m not familiar with RIASEC (aka Holland Codes) but upon checking it out it looks faintly familiar and I think I had to take it in high school but not college. However I found an online version here so I took it to see what it appears to test though I know it might not be the official licensed version. I also checked Wikipedia for a description of the results. To sum it up for anyone not familiar, the test asks you how much you’d like to do certain things that could be elements of jobs, and then ranks you along six codes that describe aspects of jobs. They are:

Realistic: practical and concrete jobs, working with your hands. Usually like the outdoors. Probably correlates with Se the best.

Investigative: likes scholarly, scientific, and technical tasks that involve observation and analysis. This was my highest score; I suspect it’s higher among thinkers.

Artistic: like to work with ideas, abstractions, and concepts; creative types. The specific description of ideas/abstractions/concepts makes me lean towards the intuitive types but I think a creative sensor is likely to get this on the test, because the test itself checks more for ‘would you like to compose a song’ and not the cognition.

Social: like tasks that involve socializing, helping others, and teaching. I actually got this as my third score (just a touch higher than realistic) and I think it’s because I enjoy giving advice and teaching and answered yes to a lot of those questions. As a result my opinion on this is that the social questions, at least on the version of the test I took, might not give you the full picture. I like these things but I like them in the specific case where I am the authority. I would be terrible in cases where I’m the mediator or the diplomat. A better test (which the real RIASEC may be; if it’s what I think it is, the version I took in high school was like three times as long though it still asked what do you want to do rather than how do you think) would probably find that this score is higher among feelers.

Entrepreneurial: outgoing, persuasive, dynamic. Kind of the classic business leader vibe. I think this is by far going to go to the extroverts but it will be a mixed bag either way (ie, you’ll get a sample of all the extroverts, and not all extroverts of a certain type will get it).

Conventional: like practical tasks, structure, organizing, etc. Unsurprisingly my second-highest score by a hair (just beat out by Investigative). Definitely high among Si and Te users.

Did you take a test to find you were ENFP, or study? Because if you took a test...throw it out and study the functions and don’t assume you’re an ENFP. If you studied it’s a bit more complicated.

Investigative and social both fit ENFP fine. Social definitely does, and while I think investigative will be higher among thinkers I don’t by any means think it’s limited to them. I know ENFPs who are scientists and researchers and would would score very high on this. The one that gets me is conventional and specifically as your highest score. ENFPs tend to prefer less structured environments and while they respect the rules when they make sense, they aren’t as a rule interested in being the organizer or the detail-oriented one. Most of the ENFPs I know who would have Investigative and Social would have either Entrepreneurial or Artistic as their third result.

Without knowing where you came up with ENFP it’s hard to say more but this is a weird combination and if conventional were your third highest result I’d say it was a fluke but if that’s your highest I’d look critically at either your type or whether you answered the RIASEC honestly.

[needmytea]

Art? (career choices at a young age) - confused edition

[ NOTE: all information I gathered were from Google and (might not be accurate!) ] :) enjoy! I took a career test on Tuesday, where I had to go through 11 sets of 5-7 questions on which job I would like and which job I wouldn’t like. In the end, I would get a three character abbreviation based on the RIASEC (Realistic, Investigative, Artistic, Social, Enterprising, Conventional) code. What I got was a three character abbreviation - IAC - which stands for Investigative, Artistic, and Conventional, respectively.

- Investigative: one who likes to investigate, analyse, evaluate problems in a nutshell. - Artistic: one who is creative, leans a lot on imagination, and have artistic abilities. woohoo! - Conventional: one who likes dealing with mathematical equations, data and statistics in general. After getting my results, I have many recommended job choices that suit the received code best. The most common ones I saw were under the field of “Engineering”. From then on, I researched about the different types of engineers, ranging from the higher paid ones, to the happier ones (did you know, biomedical engineers have one of the highest happiness rates - 3.4 stars out of 5 stars), and to the high-in-demand ones. The thing about engineering is, it’s such a HUGE, BROAD field, it’s soooo popular, and it even pays quite well (to some extent!!). Jobs under Engineering are like the somewhat ideal type of job one would want to have. Good pay, somewhat-good life, and in-demand. However, my passion lies in the Arts. Art comes in many different forms, and its a wide field as well. Some examples are music, digital media, visual arts, performance arts, and many many more. My passion is for the visual arts. I really, really love drawing. Using ink markers to create an artwork, using colour pencils to blend, and even using digital art apps to draw is extremely enjoyable to me. I really, really love drawing, but I do not like drawing things that does not pique my interest, or if it’s boring and about the past. I like drawing, so as to properly express, show myself to the world through various the art forms. It’s like saying “HELLO WORLD!” Even if I receive a theme about (for example), “Partly Opened”, I would still try to put some of my elements into the artwork to make it unique and completely original (done by me). Every single artwork i produce is supposed to contain a part of myself :) The downside of my passion is, even if I do want to pursue the arts and go down the arts career pathway, it is like going down a totally opposite road (from Engineering). The pay is lower (from where I am), and without the amount of pay I wish to get, I won’t be as happy. If I go down the art career pathway, I would not enter into a college, which my parents wants me to go to. Furthermore, my weakest skill in Art is painting. My fundamentals for painting is just zero to none (i’m self taught ;), which results to me being worse than my artsy friends at painting [ cue sad noises ]. “Follow your passion,” My teacher said. But, teacher, what if my passion is something not very appreciated and popular? What if I don’t get a job with this passion of mine? What if I fall into the depths of poverty all because I wanted to chase my passion? Wouldn’t it be all for nothing? . . . In conclusion, I am stuck and confused, and I sort of need some help figuring out my career choices </3 Comment down some tips if you would (and can!) . . stay safe, stay healthy ~ yoon 

[kayleysmum]

Tips for Maintaining a Healthy Work Life Balance

Hello guys,

This week was such a stressful week with 4 projects being due. How was your’s?

Work can become overwhelming at times but having a balanced work life is important for your physical, mental and emotional well being.

Some companies such as Netflix has recognized the importance of this by implementing flexible work hours. This results in employees being focused and meeting their targets within a specific time frame rather than being at the office 8am to 5pm. Netflix is reaping the rewards since it promotes productivity within the work environment (Dresdale 2017).

How do you feel waking up and going to work everyday? Are you passionate about your job? Take a minute and think about it…

 If you’re not sure try taking this quiz below. It was developed as a tool to assess the type of employment suited to your personality (Online Personality Test n.d.).

https://www.onlinepersonalitytests.org/riasec/

One of my favourite quotes – “Balance, peace, and joy are the fruit of a successful life. It starts with recognizing your talents and finding ways to serve others by using them”-Thomas Kinkade.

Share your thoughts and follow.

Have a great week everyone.

Bye :)

References

Dresdale, Rachel. 2017. Forbes. January 30. 

https://www.forbes.com/sites/rachelritlop/2017/01/30/3-benefits-companies-can-provide-to-boost-work-life-balance/#3c185164c79e.

n.d. Online Personality Test. https://www.onlinepersonalitytests.org/riasec/.

[brainpower89]

SELECTING A CAREER INTELLIGENTLY

Around us we find many examples where siblings of a professionally established and successful parent do not perform so well professionally in spite of all the resources, knowledge and support at their disposal. One reason that comes to my mind for this may be that they lack the thrust and effort required due to not so compelling reasons for excelling. However, at the same time there are examples where the same child has excelled in another field of his choice.This establishes one fact that we are different and made by almighty to excel in different fields.

Money, resource and support work up to one stage but beyond that it is your natural talent that gives you excellence. We can find many such examples where siblings of poor farmer or labour cracking civil services exam or reaching such heights of excellence that makes others envy.So it becomes more pertinent to find out what profession we are made for before going ahead with

Follow Now 

Your personality and behaviour and its suitability to a career of your choice is one important factor apart from your natural talents (God Gift) for your professional excellence. Western world has explored it in depth and used it over the years. There are no. of such established tests used frequently in the corporate and western world at the time of interview and promotion with varied degree of accuracy. To name a few:

1. MBTI ( Myers and Briggs) – 1962 (Personality Test) 

First published in 1962 after 20 years of research by a mother- daughter team. Most popular personality test in the world and more than 20 lac people take it every year.

2. Jung Typology ( Carl Gustav Jung) – 1921 

This is the world's most established and well respected test model of personality and behaviour.

It categorised people into 16 personality types.

Career counselling

3. DISC ( William Marston) – 1928 (Personality Test) 

This is behaviour assessment tool based on the theory of psychologist Dr William Mortson

4. RIASEC ( John Holland) – 1919 (For Professional Preferences) 

Based on the famous “Theory of work” by John Holland it helps in identifying your career choice interests.

Read More…….

[brainpower12]

SELECTING A CAREER INTELLEGENTLY

Around us we find many examples where siblings of a professionally established and successful parent does not perform so well professionally in spite of all the resources, knowledge and support at their disposal. One reason that comes to my mind for this maybe they lack the thrust and efforts required due to not so compelling reason for excelling. However, at the same time there are examples where same child has excelled in another field of his choice.

This establishes one fact that we are different and made by almighty to excel in different fields. Money, resource and support work up to one stage but beyond that it is your natural talent that gives you excellence. We can find many such examples where siblings of poor farmer or labor cracking civil services exam or reaching such heights of excellence that makes others envy. So it becomes more pertinent to find out what profession we are made for before going ahead with following it.

Your personality and behavior and it’s suitability to a career of your choice is one important factor apart from your natural talents (God Gift) for your professional excellence. Western world has explored it in depth and used it over years. There are no. of such established tests used frequently in the corporate and western world at the time of interview and promotion with varied degree of accuracy. To name a few:

MBTI ( Myers and Briggs) – 1962 (Personality Test) First published in 1962 after 20 years of research by a mother- daughter team. Most popular personality test in the world and more than 20 lac people take it every year.

Jung Typology ( Carl Gustav Jung) – 1921 This is world’s most established and well respected test model of personality and behavior. It categorizes people in to 16 personality types.

DISC ( William Marston) – 1928 (Personality Test) This is behavior assessment tool based on the theory of psychologist Dr William Mortson

RIASEC ( John Holland) – 1919 (For Professional Preferences) Based on famous “Theory of work” by John Holland it helps in identifying your career choice interests.

AIRRSW ( Davis and Lofquest) -1964 (For identifying work values) It identifies work values for and individual, i.e. Achievement, Independence, Recognition, Relationship, Support and Work conditions.

Multiple Intelligence Test (Dr Howard Gardner)-1982 After 20 years of research first published paper in 1982 , this is a well-established and commonly used Test the world over. According to which other than “Maths skills” which was considered to be the sole parameter for individual intelligence, there are 7 intelligences which are present in an individual in different proportions and are crucial for selection of a successful career. It is identified through this test.

Hence , using these tests can provide us useful leads for selection of a career which aligns with our personality, work preferences ,values and Multiple Intelligences and can drop down our choices for better selection.

[careerandsocialmedia]

4 Best Career Test Winners!!!

According to our customers, here are the best career tests!

Results of Our Career Test Survey!!!! Career Test Survey Results!!!! Here are the results: Destiny Decisions Making Tools – Immediate access, Easy to use, detailed results. The career tests fit with other career exploratory assessments and frameworks. Explore Careers and College Majors – Easy to use, detailed results, supplemental resources RIASEC Inventory – Low cost, easy to use Self…

[personalitytypologygr]

Κοινωνικός Τύπος μοντέλου RIASEC (Social/Helper): Ο Τύπος αυτός ευδοκιμεί σε περιβάλλον όπου καλλιεργούνται οι κοινωνικές δραστηριότητες, συνήθως με στόχο τον άνθρωπο και...

https://www.facebook.com/PersonalityTypologyGR/posts/184923270325512

[jennibellarella]

Do you have any advice for people who don't know what they want study in college as a career? I'm 20 and I just can't settle on anything. I haven't found something that feels right to me.

Hi! Yes I do! First of all, it's more than acceptable to be in that state. It's called Identity Moritorium. That's when you are actively searching for choices, but you have not committed to one yet. Which is a perfect state to be in for a young adult in academics! My suggestion would be that you consider identifying your skills, traits, values, and personality type as it relates to career type. There are a number of assessments online that can help. 16personalities.com is a lovely assessment derived from the Myers-Briggs Type Indicator. (I can explain that test with much more detail if you're interested.) The RIASEC test is based on the Holland codes which matches personality type to occupation type - the higher congruence between your personality type and occupation type gives a better chance for job satisfaction and performance. Or at least that's the idea. There are many, many assessments out there that help to identify your strengths. Certianly, this isn't the only way to figure out the career track for you - but it is a way to start. Another suggestion is that you take advantage of your campus by talking with instructors within the fields you're interested. More than likely, they have experience in these fields and can explain the career options, challenges, rewards, opportunities, etc. Further, there is a database of thousands of occupations on O*NET. This database includes skills required, tasks, knowledge, abilities, context, activities, and more for virtually every job you can imagine.