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The BARO Test was developed to help people clarify their interests and relate them to work and career options. When a person can link what they like to do, with jobs that fulfill those interests, they can make better career decisions.

It is based on John Holland's RIASEC model of interest. The test can help people understand their interests and match those interests in choosing their careers. By guiding people to make better career choices, people can pursue careers that are more likely to be enjoyable and satisfying. Research shows that people working in careers that match their interests are happier and more satisfied than people who are not.

Definition of RIASEC: -

According to Holland, one can classify every person and every profession according to the RIASEC theory. RIASEC is an acronym consisting of the first letters of the following Six personality traits:

  • REALISTIC: People who like to work with "things". They tend to be "assertive and competitive, and are interested in activities requiring motor coordination, skill and strength". They approach problem solving "by doing something, rather than talking about it, or sitting and thinking about it". 

  • INVESTIGATIVE: People who prefer to work with "data." They like to "think and observe rather than act, to organize and understand information rather than to persuade". They also prefer "individual rather than people-oriented activities". 

  • ARTISTIC: People who like to work with "ideas and things". They tend to be "creative, open, inventive, original, perceptive, sensitive, independent and emotional". They rebel against "structure and rules" but enjoy "tasks involving people or physical skills". They tend to be more emotional than the other types. 

  • SOCIAL: People who like to work with "people" and who "seem to satisfy their needs in teaching or helping situations". They tend to be "drawn more to seek close relationships with other people and are less apt to want to be really intellectual or physical". 

  • ENTERPRISING: People who like to work with "people and data". They tend to be "good talkers and use this skill to lead or persuade others". They "also value reputation, power, money and status". 

  • CONVENTIONAL: People who prefer to work with "data" and who "like rules and regulations and emphasize self-control ... they like structure and order, and dislike unstructured or unclear work and interpersonal situations". They also "place value on reputation, power, or status". 

How is BARO Different from any other Career Interest Test?

1. We understand each individual is unique and hence their personality, behavior and interest hence we categorize profiles and suggest interests and occupational careers unlike other tests that suggest careers based the test code.
2. We suggest 2 complementing career interests (Codes) in order to give individual a choice based on their educational preferences and occupation interest.
3. It's online and on cloud hence can be accessed from anywhere, anytime.
4. BARO Report is generated instantly and sent on candidate's email.
5. Many Universities use BARO as Course suggestion tool.

What are the Types of Profiles the test generates?

1. Broad Profiles: Broad profiles occur when the client has a high level of interest in at least four of the six interest areas. There are a couple of reasons why a person may get a broad profile. One is diverse range of interests. Another is responding with an optimistic response pattern or a socially desirable pattern. To combat with this problem, individuals having such profiles can be counseled and briefed regarding the benefit of focusing on the highest areas of interest so more time can be spent examining occupations that fit best.

2. Narrow Profiles: Narrow profiles occur when an individual's scores on most of the interest areas are quite low. The reasons why some people may receive a narrow profile are limited experience, undeveloped/minimal interests, or the presence of negative self-talk. To help clients better, they can be counseled to begin exploring careers in the interest areas that they think best represent their likes or dislikes based on their past experiences.

3. Inconsistent Profiles: Some individuals may have an interest pattern that is which is varied. Since the interest areas are often contradictory, it can be difficult for them to identify matching occupations that require a worker to have both the characteristics of the opposite interests cited. This however, doesn't mean that they cannot find such occupations, it is just takes more effort on their part.

4. Differentiated Profiles: Differentiation simply refers to the shape of the profile of a person's interest. If a person takes an interest test, by looking at the scores we can make out whether the person has defined interests or not. According to Holland a well-differentiated profile is where the person has well defined interests.

5. High Flat profiles: This profile depicts the person has really high interests in all the six areas. It means that if the person has several strong areas of interest, then it opens the world of occupations for the person to work on. The person will need help in deciding which one or two areas of interest to use in work. Factors like education level, Risk factors and job market can be helpful for the person to choose the good jobs.

BARO Test Snapshot

Administration and Reporting: Online
Questionnaire length: 72 Questions
Tool: Multiple Choices
Administration Time: 15 Minutes

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