By Jeff Altman, The Big Game Hunter

Career assessments have been around for decades, promising to unlock the secrets of what work we’re “meant” to do. They’re popular because they bring some structure to what can feel like an overwhelming process–figuring out what career path fits your personality, values, or natural strengths. But while these tools can offer valuable insights, they’re only one piece of the puzzle. The real test comes when you take those insights into the real world and talk with people doing the work.

Why Career Assessments Still Matter

When used correctly, career assessments help you name what you already sense about yourself. They identify patterns in your preferences, communication style, problem-solving approach, and work motivators. That reflection can be useful, especially if you’re in transition — considering a new field, preparing for a mid-career pivot, or returning to work after time away.

The most common types of assessments include:

• Interest inventories (like the Strong Interest Inventory or Holland Codes) that match your likes and dislikes to fields where people with similar profiles are satisfied.

• Personality assessments (e.g., Myers-Briggs Type Indicator or Big Five) that describe how you interact with others and absorb information.

• Strengths-based tools (such as CliftonStrengths) that identify your natural talents and suggest where you might excel.

• Values or motivator assessments, which point to what drives you– autonomy, stability, recognition, service, or innovation.

What these tools can’t do is decide for you. They can’t see your financial goals, family responsibilities, or the realities of your local labor market. They’re starting points, and conversation starters for exploring what fits, not final answers.

The Problem With Taking Results at Face Value

One mistake job hunters often make is treating assessment results as definitive. For example, someone who scores high on “artistic” interests might worry they’ll only succeed in creative industries, while a “realistic” type might assume they belong in hands-on technical roles. But work satisfaction rarely maps neatly to categories. People thrive in many environments for reasons that reach beyond personality: a great team, a supportive manager, or meaningful impact.

Assessments also reflect how you see yourself in a particular moment. Your answers change when your circumstances do. For example, a recent layoff, family change, or health issue can shift what feels fulfilling or practical. That’s why it’s dangerous to assume an online quiz or personality chart can hand you your next career move. It’s more accurate to think of these results as hypotheses you need to test.

How to Test Your Career Assessment Results

Informational interviews are the best way to pressure-test what your assessment suggests. If your results highlight “strategic problem-solving” and “independent work,” don’t just assume you belong in consulting. Talk to two or three people who actually do that kind of work. Ask them what a typical day looks like, what skills they use most, what they enjoy, and what frustrates them.

These conversations help you see:

• Whether the day-to-day feels energizing or draining.

• Which skills the role truly relies on versus what looks impressive on paper.

• How people entered the field and whether your background aligns.

• What career progression and earning potential look like in real terms.

Think of it as running a “field test” on your assessment data. You’re validating whether the supposed fit holds up under actual job conditions. You’ll almost always learn something useful—sometimes confirming the direction, sometimes refining or rejecting it.

How to Approach These Conversations

Approach informational interviews with curiosity, not an agenda. You’re not asking for a job; you’re gathering intelligence about work life in a field or role you’re considering.

A simple five-question framework works well:

1. How did you get started in this career?

2. What keeps you motivated or engaged in your work?

3. What does success look like in this field?

4. What traits or skills make someone stand out?

5. If you were starting over, what would you do differently?

Schedule 20–30 minutes by video or phone, thank them for their time, and follow up with a concise note. These small actions build relationships and clarity at the same time — something no online tool can replicate.

Blending Self-Insight With Real-World Exploration

The goal isn’t to dismiss assessments; it’s to use them wisely. They can give you useful ideas and self-awareness. But the real genius happens when you combine those insights with firsthand conversations.

For example, you might find that while your top result suggests “data analysis,” what excites you most is explaining insights to others, pointing you toward analytics communication or customer education roles. Or a recommendation for “counseling” could translate into HR, coaching, or training once you explore the full range of what those paths involve.

Career satisfaction grows at the intersection of your strengths, interests, and real-world opportunities. Assessments help you identify the first two. Talking to people helps you find the third.

The smartest job hunters, regardless of career stage, approach assessments not as answers, but as prompts for exploration. Use them to develop questions, not conclusions. Then, go talk to the professionals living out the scenarios those tools describe. That’s how you turn personality profiles into actionable career decisions.

Ⓒ The Big Game Hunter, Inc., Asheville, NC 2026

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