2. Tentative stage occurs when the individual begins to get settled down to a career that appeals to him. For example, if in a fantasy stage he has about 10 careers that appealed to him, at the tentative stage, he may settle down to consider seriously may be only five or six. He then begins to plan for these careers, some of them, he may drop later. 3. The Realistic stage. At this stage, the individual is mature to make a concrete decision of the type of career he thinks is good for him. By this stage, all the factors affecting career planning as indicated earlier have been considered. The individual is now convinced that possibly going into teaching career is best for him. The choice becomes realistic because he would have considered the type of education he has, the school subjects taken and the possibility of getting quickly employed. Every individual in the process of planning, collecting and using information goes through the above mentioned stages. Any counselling interaction should be used for assisting clients, after
EDU 421 FUNDAMENTALS OF GUIDANCE AND COUNSELLING 90 gathering all the necessary information to enhance career decision making process. 3.6 The use of Tests in Career Guidance There is an overwhelming number of tests which may be used in career guidance. Using a classification, which in various forms has a very long history; tests can be divided into three main categories, namely: tests of ability, of personality, and tests of attitudes and interests. Ability tests can in turn be divided into two main sections, often called achievement tests and aptitude tests. A distinction between these two, is often difficult to sustain, but is considered to depend on the idea that achievement tests are usually of school subjects –English, Mathematics, Economics and so on and are used after a period of deliberate teaching of that subject, while aptitude tests are more abstract and aim to test thought processes and ideas which are common to and generalised from a wide range of subject and other learning. The intelligence test is the most widely known type of aptitude test. In all cases, aptitude tests are used to predict future performance of the person being tested. Tests of ability have been used very widely in all forms of guidance in schools. Personality tests have a chequered history in careers guidance. This is probably due to the very elusive concept of personality, which is usually taken to mean the relatively constant emotional qualities of a person, his major needs and drives whether conscious or unconscious. But over and above, problems of definition, Adedipe (1986) shows that, there has been extreme difficulty in establishing a clear dependable relation between any test estimate of personality and a work setting. Perhaps the most useful type of personality test in careers guidance work is the self-report in careers.