Know your Interest Profile with the Holland Code

This assessment is based on Dr. John Holland’s theory* that people and work environments can be loosely classified into six different groups:

Different peoples’ personalities may find different environments more to their liking. While you may have some interests in and similarities to several of the six groups, you may be attracted primarily to two or three of the areas. These two or three letters are your Holland Code.
    For example, with a code of “RES” you would most resemble the Realistic type, somewhat less resemble the Enterprising type, and resemble the Social type even less.

note: All types have both positive and negative qualities and none are better than the others. The Holland Code is a generalization, and not likely to be an exact fit. This condensed survey is not intended to be as accurate or comprehensive as a full psychometric instrument. Once completed, you will have an interest profile to match to different career areas.

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Take the 1-minute test.

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Descriptions

• Realistic (Doers): People who have athletic ability, prefer to work with objects, machines, tools, plants or animals, or to be outdoors.
  
  Robust, rugged, practical, physically strong.
  Uncomfortable in social settings.
  Good motor coordination.
  Weak verbal and interpersonal skills.
  See themselves as mechanically and athletically inclined.
  Stable, natural, persistent.
  Prefer concrete to abstract problems.
  Have conventional political and economic goals.
  Rarely perform creatively in the arts or science.
  Like to build things with tools.
  Like to work outdoors.
  Cool to radical new ideas.
  Like to work with big, powerful machines.
  Buy boats, campers, snowmobiles, motorcycles.
  
  
  
• Investigative (Thinkers): People who like to observe, learn, investigate, analyze, evaluate or solve problems.
  
  Scientific orientation.
  Task-oriented, all wrapped up in their work.
  Introspective and asocial.
  Think through rather than act out a problem.
  Strong need to understand the world.
  Enjoy ambiguous tasks.
  Prefer to work independently.
  Have unconventional attitudes.
  See themselves as lacking in leadership skills.
  Confident of their intellectual abilities.
  Analytical, curious, reserved, independent.
  Great dislike for repetitive activities.
  Buy telescopes, calculators, electronic equipment.
  
  
  
• Artistic (Creators): People whose abilities are artistic, innovative or intuitive. They like to work in unstructured situations where they can use their imagination and creativity.
  
  Like art, music, drama, other creative interests.
  Prefer free, unstructured situations.
  Impulsive, non-conforming, independent.
  Adverse to rules.
  Deal with problems through self-expression in art.
  Value beauty and aesthetic qualities.
  Expressive, original, intuitive.
  Like to work in free environments.
  Like small, intimate groups.
  Willing to take risks to try something new.
  Dress in freer styles than other people.
  Have need for individualistic expression.
  Not assertive about own capabilities.
  Sensitive and emotional.
  Spend money on art objects–books, paintings, DVD’s, CD’s.
  
  
  
• Social (Helpers): People who like to work with people to enlighten, inform, help, train, or cure them, or are skilled with words. They enjoy training, instructing, counseling or curing others. They are often good public speakers with helpful, empathetic personalities.
  
  Sociable, responsible, humanistic, religious.
  Like to work in groups.
  Have verbal and interpersonal skills.
  Avoid both intellectual problem-solving and physical exertion.
  Enjoy healing, developing, training, or enlightening others.
  Understanding, helpful, idealistic.
  Dislike working with machines or in highly structured situations.
  Like to discuss philosophic questions.
  Concerned with the welfare of others.
  Cooperative, friendly, generous.
  Attend workshops, other group experiences.
  
  
  
• Enterprising (Persuaders): People who like to work with people, influencing, persuading, leading or managing for organizational goals or economic gain. They like to lead and tend to be assertive and enthusiastic.
  
  Good verbal skills, persuasive.
  Strong leaders.
  Avoid work involving long periods of intellectual effort.
  Strong drive to attain organizational goals.
  Concerned with power, status, and leadership.
  Aggressive, popular, sociable, self-confident.
  High energy level - Adventuresome, ambitious.
  Enjoy making things happen.
  Value money and material possessions.
  Dislike science and systematic thinking.
  Buy big cars, nice clothes, country club memberships.
  
  
  
• Conventional (Organizers): People who like to work with data, have clerical or numerical ability, carry out tasks in detail, or follow through on others’ instructions. They have good organizational abilities and also like working in structured situations.
  
  Prefer well-ordered environments.
  Like systematic, verbal and numerical activities; avoid ambiguous situations and problems.
  Conscientious, efficient, practical.
  Identify with power.
  Value material possessions and status.
  Orderly, persistent, calm.
  Adverse to free, unsystematic, exploratory behavior in new areas.
  Do not seek outside leadership.
  Stable, controlled, dependable.
  Most effective at well-defined tasks.
  Save money, buy conservatively.
  
  
  

*Reference: (Holland, John L. "Making Vocational Choices: A theory of Careers". Prentice Hall, 1973)

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