A couple of key points to note
As the Career Clusters have exploded across the world as a much-loved career development tool, a few key questions have come up in conversation with educators and career advisors –
It's not 16 Career Clusters
Ask anyone in Career Development about the term ‘Clusters’ and they’ll most likely tell you about the 16 Career Clusters used in the US education system.
The difference is those clusters talk about Industries rather than personal preferences. Whilst this model is popular and can be a good way to introduce workplaces, it doesn’t help your clients to uncover who they are first (and how that relates to the job market). We think there’s a better way.
How is this different to RIASEC, DiSC, MBTI...
As many practitioners know, the world of career development has a lot of crossover with psychology. Which also means sharing tests.
We looked into each of the leading testing models when designing the Clusters and found that many were created in the 1920’s, 30’s, and 50’s – which was back when people (for good or bad) had the same job for life.
As the Career Clusters is based on a comprehensive and modern assessment of the working world, it takes a completely different approach to the way we look at careers.
Here's how the Beacon Foundation are using the Clusters
Career Education Facilitator Jake Snepvangers from the Beacon Foundation in Australia talks about how they’re using the Career Clusters to provide innovative career education for teenagers.
Like to check out the full 19 minute case study video? Click here to watch it.