Target population
Guidance performance centred on competence screening must adapt to the diversity of
the public and of demands. The problems approached with clients are not identical; there
are special situations (such as professional failure) or specific problems (such as
illiteracy, failure to adapt to a novel cultural context).
Screening has started as an individualized performance, structured, with positive answers
to the needs of categories of persons:
- young people who finished their studies but have no qualification and face
difficulty in starting with social and professional life;
- adults who wish to benefit from professional re-conversion or re-orientation.
Examples, case studies, exercises
Example of competence screening chart
I am: I am and can
do:
I want in a job: I can do: Where:
- personality
- character traits
- core interests
- training
- life experience
- talents
Exercises for career counsellor trainees:
- Make a comparative analysis of the guidance psychological examination and
the competence screening and bring arguments for their individual use.
- Mention the main deontological issues arising in case of a psychological
evaluation and in case of communicating the results of a competence
screening.
- Describe the impact of the results obtained by an employee on using the data
in the competence screening report on professional performance and self-
image.
