Understanding the science behind our career assessments
This assessment is designed to help you explore your educational interests and career options.It is for guidance purposes only and is not a clinical or psychological diagnosis.
Our assessments use scientifically validated frameworks to provide educational guidance specifically tailored for Irish students and professionals. Results should be used as a guide alongside professional advice from career counselors and educators.
The RIASEC model, developed by psychologist John L. Holland, is one of the most widely used frameworks for career guidance worldwide. It categorizes career interests into six types:
Hands-on, practical work with tools and machinery
Research, analysis, and problem-solving
Creative expression and innovation
Helping, teaching, and working with people
Leadership, persuasion, and business
Organization, data, and structured tasks
Holland's theory has been validated through decades of research across multiple cultures and populations. It is used by career guidance professionals worldwide and forms the basis of many standardized career assessments.
Our interest assessment measures your preferences across all six RIASEC dimensions. We then match your interest profile to Irish university courses and career pathways that align with these interests.
The Big Five (also known as the Five-Factor Model) is the most scientifically validated framework for understanding personality. It measures five broad dimensions of personality:
Curiosity, creativity, and willingness to try new things
Organization, responsibility, and self-discipline
Sociability, assertiveness, and energy in social situations
Compassion, cooperation, and trust in others
Emotional resilience and stress management
The Big Five model is supported by extensive cross-cultural research spanning over 50 years. Our assessment uses items derived from the International Personality Item Pool (IPIP), a public-domain resource of scientifically validated personality items.
Reference: Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26-42.
Personality traits can influence career satisfaction and success. We use your Big Five profile to suggest careers and study environments where you're likely to thrive. For example, high conscientiousness is associated with success in structured environments, while high openness is linked to creative and innovative fields.
Beyond RIASEC and Big Five, we assess additional dimensions critical for career success and satisfaction:
Measures cognitive abilities in verbal, numerical, spatial, and logical reasoning
Identifies what matters most to you in a career (e.g., helping others, financial security)
Determines your preferred ways of learning and processing information
Evaluates self-awareness, empathy, and interpersonal skills
Our assessments are designed in accordance with Circular 0035/2017 issued by the Department of Education and Skills. This circular outlines approved assessment instruments for guidance and learning support in post-primary schools. While our tools are not listed in the official register, they are developed using scientifically validated models—RIASEC and the Big Five Personality traits—that are widely recognized in educational and career guidance contexts.
We prioritize ethical practices by ensuring that our assessments are used solely for educational and career guidance purposes, and not for clinical or psychological diagnosis. Additionally, we adhere to data protection regulations, including the Data Protection Acts 1988 and 2003, to safeguard user information.
Reference: Department of Education and Skills Circular 0035/2017 - Approved Assessment Instruments for Guidance and Learning Support
This assessment is for educational and career guidance purposes only.Results should be used as a guide and not as a substitute for professional advice or clinical evaluation.
Holland, J. L. (1997).
Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Psychological Assessment Resources.
Goldberg, L. R. (1992).
The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26-42.
International Personality Item Pool (IPIP)
Public-domain personality items available at: https://ipip.ori.org/
Armstrong, P. I., et al. (2008).
Holland's RIASEC model as an integrative framework for individual differences. Journal of Counseling Psychology, 55(1), 1-18.
Now that you understand our methodology, you're ready to start your career exploration journey.