Career Assessments | Vasco Patricio | Skillshare

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

9 Lessons (3m)
    • 1. Course Intro

      3:05
    • 2. The RIASEC Test

      7:16
    • 3. Career Anchors

      8:59
    • 4. The Four Influence Archetypes

      5:12
    • 5. Past Relationship Audit

      6:01
    • 6. Your Preferred Work Environment

      6:07
    • 7. Hard and Soft Skills

      5:50
    • 8. Industry and Company Knowledge

      3:46
    • 9. Course Outro

      3:44
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About This Class

Have you ever wished to know more about what drives you professionally? Have you ever wondered why you get along with some professionals and not others? Have you found yourself trying to plan your long-term career but without a clear idea?

This course will provide a set of assessments that will help you uncover your career goals and drivers.

By the end of it, you will be able to effectively tell what professional conditions motivate you the most, what you preferred promotion and reward system is, what your specific language and goals are, among other assessments.

By the end of this course, you will be more prepared to apply to new positions - or craft your current one - to better match your needs.

Meet Your Teacher

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Vasco Patricio

Author, Executive Coach

Teacher

I have what could be considered an unconventional background as a coach. I don’t come from psychology or medicine. In fact, I come from tech. I created two tech startups that reached million-dollar valuations, backed by the MIT-Portugal IEI startup accelerator, afterwards becoming its Intelligence Lead.

After years of coaching and mentoring startup founders on talent management, emotional management, influence and persuasion, among other topics, I started being requested by executives and investors, like venture capitalists, with more complex, large-scale problems.

After years of doing executive work, I started specializing in coaching asset management professionals. With the signing of my first fund manager/CIO clients, I started adapting my performance and influenc... See full profile

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Transcripts

1. Course Intro: Let's talk about career assessments. In the short course, we are going to cover some tasks and assessments that you can run on yourself to know more about your career and workplace preferences. We are going to take a walk at soft skills, hard skills, relationships, values, as well as your deep drivers of career satisfaction. Without further ado, let's dive into the course goals and structure. Hi, and welcome to Career Assessments. As mentioned, our goal here is to take a look at the different techniques, the different assessments that you can use to assess yourself in terms of your career preferences and goals. The more that you know what you want, the more easily you can find roles that satisfy it. What are our goals with this module? The major one is to the final assessments that you can take in order to gain deeper knowledge of your experience, your skills, and your career preferences to know yourself better. In specific, we're going to assess your career preferences in terms of the 63 asic dimensions, assessing your inputs archetype, as well as your top and bottom past relationships, as well as what that means in terms of watch, you're like most in position, assessing your company and industry knowledge for specific roles and assessing your actual hard and soft skills, especially those relevant for specific positions. For this purpose, we are going to take a look at seven key topics in terms of career assessments. First comes the realistic assessment. We divide work preferences into six key dimensions, and then we uncover which one of them we have a high or a low attunement with the combination of the six provides a unique profile that determines what you like in a position. Then comes the career anchors assessment. You want to assess yourself in terms of your career anchor, your major driver for a position. It can be a functional skill and management skill or others. After this come the four archetypes. You want to know whether your fast-paced or slow-paced, whether your logical or emotional in what the consequences of that combination are for a role in your relationships, then we'll make an audit of those actual relationships in your past will examine what went well and what didn't go so well, as well as the reasons for book. After that, we'll take a look at your preferred work environment, that pace of work, location, the level of support in other specific aspects. Workplace. After that, we'll talk about your actual hard and soft skills. The technical component of the assessment works you can do and what you can embody in on defining it. In finally, we'll take a look at the necessary industry and company knowledge, or in other words, the homework that you should do for now that we've taken a look at the different assessments and tasks that we are going to explore in this module. Well, wed start analyzing them. 2. The RIASEC Test: Let's talk about the assessment. The classic acronym represents six different dimensions. Realistic, investigative, artistic, social, enterprising, and conventional. What this test does is split your career preferences into the six dimensions, and then it attributes a score to each of them. In the combination of these is going to result in specific patterns in terms of watch your love and hate any given position once the clock, the re-ask assessment is very easy. In short assessment, it's going to tell you your professional DNA. It'll measure you on six different dimensions and tell you exactly where you stand on each one of them. The first dimension is realistic. This means attunement to the real-world. People with a high score in this dimension like to be with people in the real world. They're like the travel in generally work in the outdoors, or connected to the real-world. Then Investigative, a high-scoring, this dimension is a synonym with a loving to deal with data, manipulating data, investigating it, finding patterns in it, then comes artistic, a high score in this dimension, it doesn't necessarily mean art in the sense of music or others, although it can be. But in general, it just means doing something new. Younger new models, new ways of thinking, new tasks, new and innovative work. After this comes the social dimension, which means in specific about helping others, people with a high social component like to teach, to mentor, and to help others around them. After this comes into prizing, a high score in this dimension is synonym with persuading in specific, loving to perform, to convince, to sell, to present in public, negotiate and persuade in. After that comes the conventional dimension. A high score in this dimension means you're like to do structured, repetitive tasks, what others may call boring work. You can find out what your preferences are by combining the top dimensions. For example, let's say that you have a very high realistic and social components. This means you're the type of person who likes to help others in the real-world, one-on-one, where we'd see that you have high artistic and investigative dimensions. You're probably the type of person who needs to investigate and manipulate data, but specifically new ways or for innovative purposes. Let's analyze one example this person has as the top traits, investigative in artistic, as you can see. This means that regardless of the role, the most important elements of a job will be working with data in coming up with innovative ways of thinking and doing respectively in the lowest dimension for this person is conventional, meaning that this person is not particularly reversed in organized, structured, conditional type of work, they don't like boring phase. What are some conclusions that we can drop in terms of behavior? Well, this person is good at innovative but fact-based approaches. On the other hand, we also know they may not like accounting or document in details administrative work. We also know that they have a very high investigative, but a more conventional. So they're like to work with data, but never in a boring manner or we in an innovative manner. Another example, this person's height component by far is social, where the autistic one lagging somewhat behind. So this means that the person's most important dimension will be mentoring and supporting those. That's priority number one. Then coming up with innovative and new approaches comes right after. Both the realistic and conventional are very well, really well. So this person is not particularly someone who enjoys real-world interaction or organizers work, they're the lowest priorities for them. So what are some conclusions? Well, the person may be great at teaching or mentoring, but preferably in a digital manner, not in the real world. Also, their work well in improvised situations due to the artistic, but not at all in structured or repetitive ones. So by having you run the results, by taking the task that's annoying or any other one, you can make educated guesses about your own work brightnesses. Do you prefer to help others in real-world situations? For example, with a high realistic and social or do you prefer structured, organized work in have is very high inclination for data with high conventional and investigative. Do you have an inclination for both structured and innovative work, having both high conventional in high investigative. By the way, this is possible, although they are very different, almost opposite. You may require both. Do you have a heavy tendency for persuasion in performing but not attach to the real-world. And people with high enterprising, with low realistic, this will help reveal what components of a specific position women dice you the most. Additionally, there are some versions of the assessment that recommend that you take the coats of your top three dimensions. For example, if your top one is realistic, then social in our Destic, then it's RSA. And then you search on the O NET network defined possible job roles in occupations that prioritizes free in you can do this. You will get a list of suggested positions, but it has its own pitfalls because it doesn't take into account the score. So you may have missed up three traits. There are radically different in scores. For example, with RSA, the arm can be a 32, which is at the top. Then the other two can be near the middle, or you can have the three completely at the maximum value. But this won't tell you the difference. This one we care about the top three ones. So take it with a grain of salt. I actually use this for a different purpose, which is for the people that have already defined a role and the position. I use the classic codes to simply tell them what aspects of the job they're almost like. For example, if they're a CEO with RSA, then what you're going to enjoy the most is number 1, the real world interaction with the other stakeholders. Then with the high social mentoring and helping others, possibly their team members. And then with the artistic coming up with new ways of doing things. That's how I personally use it. Our key takeaways here include, first of all, there are six dimensions. You will be scored from low to high in each one of them. Second, you want to focus on the highest n rows. You are a top and bottom dimensions or the fine what you most want in a position in also what you most want to avoid. These highs and lows result in specific patterns of behavior. For example, high social in how realistic that manifests is wanting to help people in the real-world. These unique combinations are what you're after. So as we just saw, the classic assessment is going to tell you out of these six dimensions, which you have a high attunement and login and width. But more than that, it's going to reveal some unique specific patterns that dictate how you relate to specific profession in specific. 3. Career Anchors: Let's talk about the career anchors framework. This is a framework that the fans that you have one major career anchor out of a set of them. It can be functional scale, there can be a managerial scale, it can be challenged or any other. And that mean career anchor is going to be the key driver. And in your career decisions regardless of profession throughout your whole life. Let's take a look at them. There are eight major career anchors. The first is what's called a functional or technical anchor. People with this anchor prioritize the use of specific skills or functions. Do consider IT specialists, and they usually always respect other specialists as authorities. This is common for surgeons, for specialized consultants, for programmers among others. The second anchor is what's called a managerial competence anchor. People with this anchor prioritize performance-based rewards, integrity of work across the apartment, work status, recognition In one to rise in your organization with performance. The third possible anchor is autonomy or independence. People with this anchor prioritize and doing their work at their own time and not having anybody else compromise it. It's very common in consultants to that. Can security and stability. People with this anchor want a predictable career path. There devalues loyalty and predictable whites as well, as well as a career progression. It has proportional rewards and stable promotions. After this comes the entrepreneurial creativity anchor. This specific anchor is connected with a necessity to create our own suffering company. You're a waiver, see something of yours. And as the name says, it's usually common in entrepreneurs. After this comes the anchor of service or dedication to a cause. People with this anchor fewer need to create impact in your biggest priority is to serve a bigger caused. And then after this comes the pure challenge anchor. People with this anchor prioritized tackling bigger and bigger challenges in life. That's it. Some examples are athletes or people in the military. And after that, there are people that have what's called a lifestyle anchor, which in reality is the lack of a career anchor. These people want to prioritize everything else in life except their career. Unlike other tasks, there isn't a simple online assessment for the career anchors. You can purchase the official assessment guide by natural shine. But as an alternative, you can simply ask yourself binary questions between anchors to determine your most likely career anchor. In progressive, we eliminate multiple ones. For example, if you're trying to decide whether you are more functional or managerial, just ask yourself, what do you like the most in your current position? Is that the use of a functional skill being recognized by others as a specialist, where that skill, or on the other hand, is it doing integrity of work in being recognized with status, many recognition rising up the corporate ladder. While we wanted these can, when we're, for example, is a sense of service more important to you, then the functional work itself, the specific skills? Or is your freedom more important than d is? For example, you can ask these questions in a type of binary search, eliminating anchors one by one, until you get to your main career anchor. It's important to understand that you only have one major anger even if you have multiple preferences. In, even if between the top two, it's very tight. Or we, the most important one is relevant because whenever you face a dilemma or a choice, you will always prioritize the main one. Once you've properly assessed yourself, either officially, where were the faster, whereas the set of questions, then you can easily interpret what's your preferred rewards and wars would be. So for example, if you have a functional anchor, your biggest priority will be functionally using the specific set of skills and anything that moves you away from that will make us fulfill. So this is what you got to keep in mind when searching for new positions or even in promotions. Or if you have a management anchor, your biggest priority is to climb the corporate ladder and achieve more responsibility and more power. So any promotion or any new position needs to keep this in mind. If you have an autonomy anchor, your biggest priority will be to do things when you want. In the more you progress, the more this will be important to you and so on. For every single one of the other anchors, might stick an example of a wire with a different anchors. If they're a lawyer with a functional anchor, they will prefer to use a specific functional skill, arguing in court, doing research, or another specific activity above anything else. If they have a management anchor, they will prefer to manage cross-functional teams. In bigger and bigger deals are bigger cases above anything else. If they have an autonomy anchor, they will prefer independent consultancy or advisory on their terms and their time. If they have a security anchor, they will want a predictable, stable career progression, salary and bonuses, probably in a big company, if they have an entrepreneurial creativity anchor, they will want to start their own firm or office in half control of it. They have a service or dedication anchored. They will prioritize above everything else, serving a cause, such as helping and privilege people and the environment or others. If they have a pure challenge anchored, their priority will be to tackle bigger and bigger cases. Possibly even impossible once. And if they have a lifestyle anchor and they just want anything that pays the salary and allows them to travel by home or how their hobbies, what awaits. Take an example of a programmer. If they have a functional anchor which is the most frequent, they will prefer the actual coding, testing or the appointment there specific activity. If they haven't management anchor, which is less frequent, they'll prefer to manage bigger and bigger teams of developers in possibly other areas as well, such as analysts. In fact, people with a manager, your anchor will normally not be in a developer position is programming is mostly a functional role. So these people are soon going to move to some kind of management position. If they have an autonomy anchor, there'll probably be consultants who prefer time-bound independent contracts on their own terms are working from home. We're other specific rules they want. I mean, in 2021, most people are working from home, but you see around going. They have specific rules. If they have a security anchor, they will want above anything else and predictable, stable career progression and remuneration. If they have an entrepreneurial creativity anchor, they will want to create their own startup or firm or programming agency. If they have a service or an education cause they will want above anything else to be part of projects that helps them cause technological advancement in a sector, renewable energies, others, the half of pure challenge anchor, they will want to tackle bigger and bigger projects, maybe even impossible ones. Then if they have a lifestyle anchor, they will want whatever work just pays the bills and allows the person to play PS4 or travel or continue their hobbies. Our key takeaways. The first is that there are eight anchors. You remain anchor will be one of these eight. And it has specific rewards in promotion systems that you value. And it's the one that defines all of your future career decisions, even if you're not aware of it, remember that you only have one main anchor and intermediate priority even if you have secondary practices. While we, the major wind matters because they all enter a conflict with each other in only the top one comes out on top. So for example, if you have a functional anchor, this means that the user of your skills functionally will be what matters above anything else. Remember that your career anchor will stay the same across roles. So this assessment isn't just for the current role, it's for your whole career. So as we saw, you are going to have one main career anchor and have all of these. And that one is going to be the key driver for all of your decisions in your whole career, except for big life changes, of course. 4. The Four Influence Archetypes: Let's talk about the infant's archetypes. There are four infants archetypes that are a combination of whether someone is emotional or logical and fast or slow. So you can be fast and emotional, you can be sown emotional, and so on. Why is this important? Based on this specific combination, you are going to like the different components of your work and relate to people in different ways. Let's take a walk. There are four different archetypes. The dominant, the analyst, the passionate in the nurture. These four types are in a matrix structure. You add the axis, a fast versus slow, the axis of magical versus emotional. And each time is simply a combination of these. So both the dominant and the analyst are a magical. The dominant is logical and fast, while the analyst is logical and swell. Both the passionate in the nurture, our emotional and the passionate is emotional and fast, while the nurturer is emotional and slope well for the dominant and the passionate are fast, as we mentioned, the dominant being logical and the passionate being emotional in both the analyst and nurture our so, as we mentioned, logical and emotional. In terms of language patterns being logical in fast-paced, the dominant is a type of person they've always said The essential in ones to get things over with as soon as possible. They're the type of person that gets to the point in doesn't care about the details. The analyst is logical and slow-paced with a focus equally on facts by methods and systems and proof with a deep level of detail. The passionate is emotional and fast-paced, and they focus on stories, on inspiration and celebration. They just need a big, inspiring vision. Nurturer is emotional and slow-paced. So they focus on helping others, supporting others in taking care of them, from the people directly involved with them to the bigger community. And in terms of time in your interactions, the dominant is usually the type of person that takes the least amount of time. While the analyst is the opposite, they will want to scrutinize everything. So if you have a one hour meeting with a dominant, it's probably going to take 15 minutes. And with an analyst, it's probably going to take two hours or more. If the person has a passionate or a nurture, it can vary greatly. Both can get lost frequently. The passionate because they get lost in the vision while the nurturer, because they get lost in enjoying the company of the other person. Every person usually has one major inputs archetype impossibly one minor as well. So for example, you can be an analyst and a dominant, which means that you're constantly illogical, but most of the time you are slow, in fact focus, but you can also turn on the dominance, not waste time in get to the point where you can be a passionate in a dominant. And in that case, you're always fast, but you're mostly fast and emotional, focus on the vision. But sometimes you can also go a logical and focus on the facts. Since these two types exist in a two-by-two matrix, usually your two types, we'll have something in common. So if you are passionate in a dominant, you're always fast. Or if you're an analyst in a dominant, you're always logical and your fluctuate between the two types. This is important because it tells you how you relate to others in what attracts you in both tasks and relationships. So if you're a salesperson, being a dominant versus being an analyst is very, very different in it's going to affect the way that you sell or even watch you enjoy about the job itself. Our key takeaways include, there are four major influence archetypes. The recombination, that being fast or slow, being logical or emotional. And there are specific MOs for each type, although every type is simply a combination of the two axes, it results in a very specific personality type with specific patterns and roles. For example, while technically the dominant is fast and logical and they're more than that. They're focused on quick wins in art wasting time, the passionate, more than just being emotional and fast. This focus on the vision, the stories, and so on. Memorize these specifics in you'll know what really motivates you. Anybody can have up to two types, just knowing your major type is okay. But knowing your minor type, if it exists, We'll help you diagnose yourself even better to the width others, you simply need to understand their influence archetype, this, the person focus on vision and inspiration, then they're probably passionate or the slow and focus on quality relationships. There are probably nurturers and so on. So as you see, knowing your Air Force archetype is very important. For example, if you are a passionate, that's emotional and fast. If you were going to love the vision, the celebration, the big picture of the job, and if people's lives and so on. So knowing your specific archetype can reveal a lot about your preferences. 5. Past Relationship Audit: Well, let's talk about your past relationships. Why is this important? When you are applying for different companies? And they may have a different set of values that they well value. So what happens is some of them may be focused on performance, on why IoT, on ambition. And depending on what you enjoy about people or what you hate it in past relationships, we can extrapolate what your key values are. Well, for the ones that you want to move towards and move away from. In this is going to define how you relate different companies in terms of their culture. Let's take a look. The goal here is to make another of your bass relationships, particularly the ones that work the best and the worst, both extremes, because this will tell you what types of people you deal better with. And also you can extrapolate what type of company culture you were working for. It It's a good practice to start by making both her list of your top three best relationships and the West of your Bio 13 as relationships for each of these top three. Then bottom three, we're going to dive deep and analyze why every single one there's these particular relationships worked so well, or it went so wrong. For the best relationships, it's important to ask yourself questions such as, why did I admired the most in this person? In terms of traits, in terms of actions. What did I specifically like about them that I didn't in other people? Or in other words, what was unique about them? What specific values or points of view did we share? Examples can include? Well, the person was a top performer and others weren't, or there were humble or the admitted when things were their fault. There is a range of positive behaviors here can make someone laugh value to you. And the goal is to clarify which on the website it's important to, for each one of your worst relationships, ask yourself questions such as, what did I dislike about the person? What specifically do they do of wrong that others didn't want to values or points of view that I not share with this person. Examples can include there were the Zionist where there were usually with others where there were fake or they pretended to work, but didn't really. Analyzing the elements in common in your top relationships, but also the top fractures for your bottom relationships help you diagnose your values further. For example, if you really like someone because there were a lawyer and honest and you see that this comes up a lot in his relationships, then you know that loyalty and honesty, maybe some of your top values and naturally you will want to avoid There's honesty and there's loyalty, bluffing positions that request this of you. But also in specific people where I'd say that you really dislike like someone because they were lazy. And then take initiative, then initiative, maybe one of your top values and positions that valuate are a better fit. Or if you really like someone because they remain calm under pressure, then maybe poised and recent or fire. And probably some of your top values. And dealing with people that complain a lot or wine, maybe what should don't want. You can take this list of extrapolated values that you like and others in that your product we value in yourself as well and weight or use it as a filter for future positions when you're doing a search. For example, if you evaluate stream performance in extreme results, link Rufous, then ask yourself if this position will allow you to embody. These are not, or if you have two companies that you may be applying to and you get two offers, just going to say like Glassdoor and see which one or both through people comments seems to be the most ruthless and focus on performance. That's where you fit in the past. Or if you want to avoid at all costs, things like office politics in this way or behaviors. Ask yourself whether the culture of this company or that role fits or not or not. Again, you can use public information such as Glassdoor reviews to gauge people's comments and check which companies have the most office politics and lack of loyalty. In the best-case scenario, if you have abundance, you'll be able to actually select the roles that fit your desired values. But in the worst-case scenario, where you have to take that position anyway and you don't have that luxury. Well, at least you're going to know beforehand what irritates you or stresses you apart that job. The key takeaways here include, first, see the peaks and the values which are most like and dislike about people becomes more obvious in your extreme relationships. Not in the average ones. Nicholas, of up to three. Knowing your best and worst relationship, one is good, but here, there may be multiple patterns. So wasting the top and bottom three allows you to collect more possible patterns, extrapolate values based on what your most and least appreciated in your past relationships. You can extrapolate what is most important to you while IoT performance or any other value in finally, prioritize, everybody wants someone who has initiative. Why IoT support in 50 other possible traits. It's not about having all of them. It's about which come first if you have to choose between them, which would be the most important. So as you see, knowing the top values that you want to move towards and away from is going to dictate which companies you have a high attunement with. And they weren't one. And in case you can't choose one, well at least you're going to know what you love about this specific company culture and what you hate about it. 6. Your Preferred Work Environment: Let's talk about your workplace preferences. Even if you have the right career anchor, the right dimensions, the right inverse archetype for the job. And there are still a set of specific environment preferences that can be a fit with the position or not. For example, the base of work, the location of the office, how much presence is required, how much creativity, and so on. Where to take a look at these preferences. People usually have several preferences in what reverts their favorite work environment. One of these is the piece of the work. They can seek anything from a very busy in unpredictable environment, almost startup like a very calm in stable one. The location of work can also be a preference, whether the person wants to work in a central office in a metropolis or in a smaller office in a calmer area on the sidelines, the actual desired physical presence also comes in here, whether the person prefers to work in a physical office or in a remote manner. In by the way, I know that COVID-19 has changed this dynamic forever. But when, I mean, is when you have a choice, which one to both do you prefer, but also even including other elements, like the quantity of travel expected, and other factor here is the level of guidance provided whether the person will have a lot of mentoring and support net up. In finally comes the expected level of creativity. Whether the person is expected to make use of innovative and creative approaches or an on and off, taking a look at your personal situation in more depth, you prefer enough it's there has a fast pace with a lot of instability, things changing fast, or do you prefer a slower, more stable wine with stable processes, your desired piece of work that finds the types of jobs or even industries natural target, there are specific industries that are defined by this. For example, seeking a whole piece means that you are most likely target big companies that create a lot of impact or startups, but companies that demand more, probably offer higher compensation while seeking a soil repeats, maybe the opposite, such as government work, were smaller, stable companies. There are exceptions to this and naturally, for example, IT consultant ramping up their passive income and decreasing the number of personal engagements with clients one-on-one can actually progress while having a slower pace or exchanging. A lot of smaller clients were a few big ions. But this isn't a rule. You see around going. The location in your level of desired physical presence at work will also come into play here. For example, do you have a query or preference for a central location or the opposite? Where are you completely neutral? Have a query preference for being in an office with people? Or do you prefer to be remote? Again, if you're given the chance, again, choosing central locations here will probably mean dealing with bigger companies more competitive in offering better terms. But not always, you are aware all of the desired physical browsers at the office, or also the fine, the types of jobs that you will obtain. Here's the thing. Although a large part of this dynamic has changed since COVID, naturally, there are some things that never change. For example, if you're selling a high ticket item or if you're in Investor Relations, we're dealing with institutions. Physical presence will always be necessary, to an extent, always been there. The relevant topic is your desired level of guidance. Do you personally prefer a role where you have a lot of support by mentors. Where are you fine, for example, figuring everything out on your own. And you actually prefer that this is important, not because it will necessarily define the roles that you may take, although in some cases it can, for example, within high finance, for example, in investment banking, there is a lot of oversight in micro-managing, where the managing directors will be telling you every single detail of a presentation to graft. While in private equity, it's the precise opposite. You have almost 0 support in our expected to do things on your own and to learn them on your own. It's also an element that you can negotiate in case you do want that support, you can take a small salary but have higher support, for example, in finally, the expected level of creativity counts as well. Do you want a job where you need to come up with innovative ideas and approaches? Or do you want a job where no new ideas are necessary in just the conventional is expected. Key takeaways here, in first, use a three-point scale. There is no necessity to use a complex scale with multiple apples for the base, just ask yourself, do I want fast, medium or swell in terms of the location? Do I want city center irrelevant or outside the city center, and so on. This is more than enough to determine your preferences, then match against the past. Take your work environment preferences in, put them to the test. If you're going to want to work in a fast-paced environment, ask yourself whether in your previous work experiences you actually like that. There may be cases where you have some sort of trauma in you don't want to work in a fast-paced environment, for example, because you've been working in one, there has been too quiet, but it's important to test anyway. Or it may be the case where you didn't prefer the busy environment, but it was the team itself. So you want to gauge if in your past positions these preferences are actually a match. I asked, visualize changing, most likely you won't find a position that fits every single criterion. Who knows? Maybe you will want to learn to prioritize which of the workplace elements is more likely to be different. How will you deal with that? So as we see, knowing these preferences is important, in some cases, it can even dictate the actual jobs that you can apply for or be good at. But even if it doesn't, it's important to know whether for a given position, these elements like the base of work, the location, the level of support are a fit or not at all. 7. Hard and Soft Skills: Let's talk about your hard skills and your soft skills or values. Now, you may have rated yourself in terms of how good you are. It's an scales quantified it. But what we're going to do is we're going to take a look at how expert interviewers consider the hard and the soft skills in why you should quantify yours in a specific manner if you're going to apply to any position at all. Let's take a look. It's important to make a list of all the hard skills that you have the most experience in, but not just the hard skills themselves, also, the personality traits that you have in body the most. Because trust me, you will be asked about both in interviews in terms of the functional skills, the best way to approach this is to make a catalog of all the skills that you've used throughout your career and rank your current expertise in each from one to 10. There are countless industries and positions in I understand. But for example, you can read yourself for a specific skills such as, um, an eight out of 10 in computer programming, I'm a nine out of 10 in financial modelling and so on. It's important though to resides the heart skills also rate yourself in terms of their traits, the values that you've invited, as we just mentioned, because the values that you've embodied in this positions, just like the heart skills in attribute the same rating. For example, I'm a narrative town in organization, or I'm an eight out of 10 in conflict resolution, or AMA seven are written in adapting to fast change and so on. The reason for this is that for any position, the interviewer will have a list of both expected skills and traits for that position in what do you wanna do is they'll check them against the ones that you currently have. So the more that you know, the ones you have, more that you can answer the questions in an accurate manner. They usually have a scorecard with a set of five hard skills or soft skills in what you wanna do is have the same n When a good score. It's also important to mention that when making a catalog of these skills and traits, to know they don't exist in a vacuum. They're usually intimately related to the projects. For example, in investment banking or private equity finance, my knowing is causally related to the deals that you have been involved with, where in marketing and social media marketing, it's usually causally related to the matrix that this specific projects that you were involved with or in programming. For example, specific programming knowledge is causally related to specific programming projects. It can be interesting to make a list of all your positions with the hard and soft skills for each one. This gives you more query. For example, you're a computer programmer. You can include the position iOS programming project in this company, it may have three skills, which can be iOS programming, solution, deployment, encryption and security. And then you also have the traits, maybe the top traits for this position, we're organization adapting to change and teamwork. And each one of them has a given score as well. There is a technique that you can use here, the hedge against the interviewer, which is torque or throne of reference check. This was invented by red Smart of top reading frame. In it consists of when an interviewer is asking a candidate about something. For example, how do you read your programming skills from one to ten in stab? And they ask, how will your best bars richer programming skills from one to ten. This technique works as a kind of a truth serum in the candidates as the true because the interviewer is threatening to reference check them later. So for example, you're not going to lie about what your boss would say because you expect them to reference check you with that boss later. That's exactly where the name comes from, just from this threat. And the candidate is a much more honest in what you should do is use it on yourself. So don't ask yourself how you rate yourself from one to ten in these skills and traits. Ask yourself, how would my best boss for a disposition rate me Indies or a team member? Chances are if the interviewer is competent in you saw happen in all the best positions available use toric are new and you want to already have part of it instead of having that possible discrepancy manifest right then and there, our key takeaways include first, remember to make a deal with jump, twist. Don't skip any position. Think about every single position you've had in West, the skills and the traits for it. Remember that the values are important. You may make the mistake of ignoring the values in only carrying about the heart skills. But a trained interviewer will ask about your personal traits and the specifics in exactly the same manner as the hard skills. So don't skip them, do the exercise of matching against the wall. So within seeing, I'm good at organization, financial modeling, whatever it is, ask yourself first, what skills does this interviewer look for it engage? How many of them you are a match it both hard and soft skills in a finally, reach your skills and values from one to 10. This is a very practical way to quantify it in. It's also the scale that the best interviewers will use. So it'll be more practical for you to be prepared for the interview. So as we see, it's recommended that you rate yourself not just in terms of the hard skills, but also the soft skills so that you can try and match them against a specific positions once. It's also important to do the torque test, what would other people say about the scalars versus what you would say? This is very important. 8. Industry and Company Knowledge: Let's talk about industry and company knowledge when you were applying for a new job or just trying to be better at the current job. It's very important to know the context of that position. For example, if you're applying for an investment fund, what do you know about funds in general? What you know about this fun, about the returns, about the clients, about the strategy. How is your position going to affect the bigger strategy and the fat? And the same for any position in any kind of job. This is not just so that you can look good in front of people like interviewers, but it's also so that you can give strategic suggestions in every action that you take can be framed in terms of the beaker strategy. Whites, they call AAC specifically for the industries and companies that you are applying to. It's important to understand how your work, understanding how an industry itself works is usually not an issue unless you're coming from a different one. In that case, I need to make sure to brush up on the industry dynamics is three trends and of course, how it makes money at the end of the day, regardless of whether the target company is in the same industry or an art, It's also important to do your homework regarding the company and know as much as you can about that company, including points such as the most relevant clients and also recent ones, the relevant people in the company, as well as the founding team, for example, overall strategy, trans monetization strategy, distribution, market segments are in the pipelines and others, anything that can be relevant here. For both of these, there is no big trick here except to do with the origin search on everything. You can research this aspects so that you have enough context on the company and the industry. Moving into a new industry, you have to understand its value drivers. How does that company or firm actually create value in what is the role of someone that is entering in this position in terms of the bigger value creation scheme. So how do you fit the picture when you're hiring or if searching about a particular company or firm, it's important to understand why they are hiring in the first place. Are they simply expanding or are they starting a new business line? How does this fit into the larger timeline of their company? Key takeaways include, first of all, go deep when learning about how the industry works, especially if it's a different one, go as deep as possible. Revenue streams, suppliers, dynamics, everything, get the full picture. Remember, specific is work, while general literature about the functioning of an industry can work, sometimes picking up a book about a specific company or firm will crystallize it much quicker than be transparent, especially for going to accompany that works differently or is in a different industry. You want to be honest. You'll have knowledge of how it works, but maybe no actual experience. So in this case, don't try and blend into reviewers will easily sniff it out. And I've seen many professionals have no experience and get hired, but I have never seen a candidate successfully lie. Finally, make a bridge when you're applying for a different industry or a company that just works in a different manner in you don't have all of the required skills. Make a plan for how to make that bridge with your current skill set. So as we see, both knowledge of the company that you're applying to or even actually working for it. And the industry itself are important, both for interviews, but also to optimize your actual work. 9. Course Outro: We are now at the end of the career assessments course. While we've covered a couple of assessments with very different natures, what we're going to do now is we're going to take a second just to cover or with these assessments that we did and summarize the purpose of each one of them. We're now at the end of the career assessments module. Our goal in this module was to take a look at the different techniques that you can use to properly assess yourself in terms of your current and future career preferences and goals. For this effect, we took a walk in seven major topics. The first was the classic assessment, assessing yourself in terms of six key dimensions, as well as taking stock of the patterns derived from the high and low scores in this, then we took a look at your immediate career anchor, whether your main driver is to manage others to be in the abandoned 2s, a functional skill or any other. Then we took a look at the four archetypes, whether you're a slow or fast based logical or emotional in the specific language and goals that derived from that after that, within an audit of your personal relationships, in particular, the bottom in top ones, and the reasons for those, which tells us a lot about the values that you're looking for in a company. After that, we took a look at your preferred work environment. Faster, slow, central or not with a lot of support or not at all, creative or not. After that, we took a look at the hard and soft skills. Your actual point 0, 5 or skills, doing an islet by position, quantifying them from one to ten, bought the hard and the soft skills in a finally, we took a look at the expected industry and company knowledge. The homework that you're expected to have done, some questions that you can ask yourself to consolidate the knowledge in this module include, what do I value the most in work relationships in how those straits helped me in this new role. What is my realistic assessment? In particular, what dimensions are helpful for a new role or possibly to customize the current line. What is my primary career anchor? What consequences does it have for present and future roles? What knowledge do I have? The bush in the industry and the company that I'm applying to. And what are my top soft and hard skills in how do I rate them from one to 10? Your plan of attack for this module should be the following. First of all, ascertained your realistic refer your key high level of I mentions in this specific combination of these, what are the consequences of it after that, your primary career anchor, knowing whether you're a major driver is managerial, functional, stability, independence, or others, then ascertaining your major influence, archetype, fast or slow, emotional or logical. And what is the unique combination that derives from that? After that, assessing your best and worst relationships, what important values can you extrapolate from them after this comes and uncovering your desired work environment, do you want to fast or slow pace? You want a lot of support or not at all. And so on. After this, assessing your actual soft and hard skills From one to ten in finally, doing your homework on the industry and the company is there to replying to. With this, we close the career assessments module. I hope that this course has given you some valuable tools to know more about the watch will laugh in a given position or your career in how to move towards it more efficiently. Thank you so much for watching.