Since childhood, we all dream of becoming someone, of doing something. But often in the face of reality we are forced to change our vocation and to choose another path than the one we have always dreamed of. Our evolving personality is certainly for something. Career tests are a powerful tool for identifying one’s personality and truly knowing who one is and what one is willing to be.

How do these career tests work?
There are certain types of basic personality. Each of us is a combination of two or more of these types. But we do not know in general our type of personality. Each type is characterized by its characteristic and innate ways of thinking. Questionnaires or career tests help guide you to the right career. Each career test questionnaire follows a certain method and classifies personality types accordingly. However, the forecasts, analyzes and results turn out to be the same.

Career tests consist of several questions whose answers refer directly to one or more personality types. At the end of the questionnaire, based on the answers provided, the system will be able to analyze the personality type and guide the candidate to the job that best suits him.

Test # 1: Princeton Review
This is one of the best online career tests. It’s a well-organized set of quizzes, specific for job seekers. The Princeton Review presents a five-minute career game for each of the following categories:

Middle School
Diploma
Business
Law
Medicine
A strong advantage of this career test is that each quiz is specifically designed for each category and not generalized for all areas. So the choice is more focused and precise. In addition to career choice, the site also lists schools that suit your personality, with enough details to help you rank them according to your priorities.

Test n ° 2: Personality Pathways
This test is based on the concept of Myers-Briggs. It is a psychological test to understand how a person perceives the world around her. It allows to classify people into two types according to the dominant or auxiliary function of the candidate, according to four main axes:

Energy Orientation: Extraversion / Introversion
Collection of information: Sensation / Intuition
Decision Making: Thinking / Feeling
Mode of action: Judgment / Perception