Self-assessment narrows down to processes that involve evaluation of the skills, potential, strengths, and ability to meet career goals. An individual does assessments and the analyses form the basis for drafting plans keeping in mind the strengths and weaknesses (Gibbons, Borders, Wiles & Davis, 2006)
With the career supervisor, the adolescent male can ably decide on short-term (1 year) against 2-5 years (medium-term) goals that fit the individual, the position, and the entire organization. The adolescent can discuss long-range (above five years) career objectives for working towards achieving them in current engagements (Gore, Kadish & Aseltine, 2013)
For purposes of developing skill and improving respective competencies in different areas, it is important to practice various elements learned while presenting opportunities of building competencies. The group can collectively decide on the milestones of progress to success in acquiring skills, as well as target completion dates at each of the milestones (Jacobson & Mitchell, 2007)
The period ends with well-written action steps that are necessary for completion of respective activities. The process of informational interviewing provides details on work and ideal settings while offering additional insight to diverse careers (Lehr, 2006)
The career supervisor can enhance the 16-year-old awareness and understanding of the needs and technology changes of organizations. Other variables worth noting include expected turnover and program plans (Santrock, 2012)
Researchers have concluded that self-assessment helps in the management of time and planning of the daily duties. This is necessary according to Gray, Rowe & Barnes, (2014), as nurses tend to function in environments that are often complex and demanding as well as a time consuming (Gray, Rowe & Barnes, 2014)
According to Katsikitis et al., (2013), the continuous process of self-assessment and goal setting by an individual is termed as career planning (Katsikitis et al
Therefore researchers like Y. Kowitlawakul, (2013) recommend the proper marketing of an individual to attaining a permanent position in a competitive environment (Kowitlawakul, 2013)
The above process is also part of the recommendations that are made through the standard 4.2 of the national competency standards for the registered nurses (Wendt & Kenny, 2007)
However, the author would make sure to use a test that is effective at predicting success on the job because that would come into question if an applicant disputed not getting an interview or an eventual hire. For example, if a black applicant asserted that they were passed over due to discrimination, it would have to be proven that the test used is proper, unbiased and that it predicts future success on the job (Reed & Bogardus, 2015)