Backed by over 90 years of research
The SuperStrong® assessment was derived from one of the most widely used career tools in the world: The Strong Interest Inventory® assessment. Developed by Dr. Edward K. Strong, Jr. (1884-1963) over 90 years ago, he sought to create a way to measure vocational interests to help people become more aware of their own interests and personality traits and map those to satisfying jobs and careers.
The Strong assessment has helped academic and business organizations develop talent and has guided thousands of people—from high school and college students to midcareer workers seeking a change—in their search for a rich and fulfilling career.
While the Strong Interest Inventory assessment is still widely used, education has changed and is shifting day after day. The Myers-Briggs Company set out to tackle some of the most pressing issues education faces today: low retention and engagement, dismal completion rates, low persistence, ability to offer broader access to career tools, tackling “undecided” or “undeclared” students to find the right major, and more. From this stemmed the creation of a 60-item instrument called the SuperStrong assessment, based on the Strong tool—with the same reliability and validity standards (read the SuperStrong Technical Brief for more information).
The SuperStrong assessment is available only through the VitaNavis® platform and is quick, engaging, and easy to take through any mobile device (and has been translated into Spanish).
The SuperStrong assessment not only helps students identify their interests (based on Holland’s RIASEC theme codes), but it also maps to careers and vocations, with real-time data from IPEDS, BLS, and ONET so they can explore different Career Pathways.
Dr. John Holland’s theory of personality types and work environments was added to the Strong Assessment in its 1974 revision. The Strong is the only empirically derived RIASEC assessment. Holland’s theory is based on four main assumptions:
1. Most people can be categorized into one or some combination of the six RIASEC Themes.
2. Work environments can be divided into these six Themes and each is suited for a certain type of person.
3. People seek environments that complement their personality and avoid work that they do not like.
4. The match between a person's personality and their work environment influences their job performance, satisfaction, and stability.
Studies have found the GOTs to be predictive of work-related variables (Donnay &
Borgen, 1996; Rottinghaus, Lindley, Green & Borgen, 2002).
Research has shown the BISs can accurately distinguish occupations (Borgen & Lindley, 2003; Isaacs, Borgen, Donnay & Hansen, 1997; Larson & Borgen, 2002).
Validity of the PSSs has been supported through research showing their relationships with the Skills Confidence Inventory (Tuel & Betz, 1998) and MBTI instruments (Hammer & Kummerow, 1996).
Validity of the OSs has been demonstrated in research showing their ability to predict the occupations that people will eventually enter (Strong, 1935, 1955; Campbell, 1966; Harmon, 1969; Hansen & Swanson, 1983; Dirk & Hansen, 2004).