Inventory of strong professional interests: what it is and how it is used

We know the number of existing trades, and with it, the possibilities of development in terms of employment in one field or another. There are many tools that allow you to identify the trades or professions that best match certain profiles. One of them is Strong’s Professional Interests Inventory.

This inventory was developed in 1927 by psychologist Edward Kellog Strong, although it was subsequently revised and amended. Its objective is to guide people in the choice of their career. In this article, we will know its features, structure, applications, scores and uses. In addition, we will know the theory on which this test is based.

    Solid inventory of professional interests: characteristics

    The Strong Vocational Interest Blank (SVIB) is a psychological test developed by psychologist Edward Kellog Strong Jr. in 1927.

    First, was developed to guide military personnel leaving the military and to find employment suited to their interests, Motivations and personal characteristics. The Inventory has differential forms according to the sex (male or female) and consists of 291 items, where the candidate must indicate his preference among three possible answers. As for the time of its administration, it takes about 25 to 35 minutes to do so.

    Strong’s Professional Interests Inventory was then reviewed by two other authors, David Campbell and Jo-Iada Hansen. Finally, years later was published as the Strong-Campbell Interest Inventory.


    Strong’s Career Interests Inventory is used especially in education and in academic and career counseling, with the aim of guiding students through the course or study that best matches their characteristics and interests. .

    On the other hand, the inventory is also used in the field of research, with the aim of analyzing the individual differences of people in relation to their professional interests. In addition, it is also useful for studying the character and personality of people, as well as the origin and effects of certain types of interests. all that can be useful for staff selection, consultancy and business consultancy purposes.

    How is it administered?

    The examined subject will have to answer 291 items with 3 answer possibilities, indicating the one which best suits his preferences. The test lasts between 25 and 35 minutes, and it aims to compare the interests of the subject with the interests of people exercising specific professions or professions.

    What is this for?

    Thus, Strong’s Professional Interests Inventory is a psychological assessment tool that assesses a person’s interests at the professional level. In other words, it detects the work activities that might best suit a particular person. It is one of the most widely used tests for detecting professional interests, especially in North America.

    It is based on the preferences of the examinee in various areas, with the aim of find the job (s) that best match your psychological and motivational profile. Their scores indicate whether the person’s work preferences are closer to a particular occupational group or another.

    Areas of assessment

    The inventory of strong professional interests is made up of 6 areas, where the different elements are grouped together. These 6 areas are: professions (this is the largest area, consisting of 107 items), thematic areas (consisting of 46 items), activities (85 items), leisure activities (28 items), people (16 elements) and specific characteristics (9 elements).


      Strong’s Professional Interests Inventory Results include 5 types of scores:

      1. Scores on the level of interest

      Here, the subject is assessed against the so-called “General Professional Questions” (GOT). These form differentiated categories of interest and characterize the subject examined in 6 different types: research, artistic, social, realistic, conventional and entrepreneurial.

      2. Scores on the basic interest scales

      In this case, the scores refer to 30 basic interest scales, related to subjects or professions such as art, oratory or science.

      3. Scores on professional scales

      These scores come from 244 scales that refer to different occupations or professions. Strong’s Professional Interests Inventory links the interests of the person under examination to the interests of the people who are developing their work in 122 different trades or professions.

      4. Scores on personal style scales

      These scores are obtained from 5 scales alluding to personal style. This style refers to work, leadership, team orientation, learning and risk taking.

      5. Scores at administrative scales

      Finally, we find scores obtained from 3 administrative scales; its objective is to detect possible test errors as well as unusual profiles.

      professional interests

      But what is a professional interest, an item that evaluates Strong’s inventory? On the one hand, interests are those things that motivate us, we love them or arouse our curiosity. Professional interests, even more specific, define the areas of study (or areas of work) that appeal to us. In other words, they are part of what we want to do, and they have a lot to do with vocation.

      Vocation, on the other hand, is an inner sensation that generates an inclination for such and such a subject., And that guides us by saying what we want to do with a living.

      Interest rate

      EK Strong took these concepts into account when developing their inventory. In addition, to take stock of Strong’s professional interests, the author himself relied on Fyrer’s (1931) interest rate distinction, which can be subjective or objective.

      Thus, while subjective interests consist of feelings (positive or negative) in relation to objects or activities, objective interests are all those reactions, also positive or negative, that a person shows in relation to different objects or behaviors.

      Skills and interests

      But interests also have a lot to do with attitudes. Fryer was the first author to discuss a possible relationship between a person’s aptitudes (ability to perform certain tasks) and personal interests. Subsequently, Strong himself followed this same theoretical line, conceptualizing his ideas into learning theories.

      So, consistent with the above, and among the ideas that Strong developed to develop Strong’s Professional Interests Inventory, there is also the assumption that each person’s abilities make us have an interest in one thing or one. other., i.e. they are related concepts, and one thing (ability) leads to another (interest).

      On the other hand, according to Strong, a person’s interests are actually learned motivations; that is, they would be learned behaviors, based on what we like and what we don’t like.

      Bibliographical references:

      • Fernández-Ballesteros, R. (2011). Psychological assessment. Concepts, methods and case studies. Ed. Pyramid. Madrid.
      • Strong, E. (1951). Professional interests 18 years after university. Minneapolis: University of Minnesota.
      • Super, D. (1967). Psychology of interests and vocations; Buenos Aires, Argentina; Editorial Kapelusz.
      • Tolbert, I. (1982). Vocational guidance counseling techniques; Spain; Oikos-tau, its – editions.

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