Career Interest Profiler (O*NET Mini-IP)Mini-IP
~5 min · 30 問 · 無料の簡易レポート
Thirty short work activities: build kitchen cabinets, develop a new medicine, write scripts for television, keep shipping records. You rate each one from Strongly Dislike to Strongly Like, and the pattern of what attracts you resolves into the six interest types of John Holland's RIASEC model: Realistic, Investigative, Artistic, Social, Enterprising, Conventional. This is the O*NET Mini Interest Profiler (Mini-IP), the 30-item mobile form of the interest assessment built by the U.S. Department of Labor for its own career exploration programs, published with full psychometrics in 2016. Your report shows the six scores (0 to 20 each) and your Holland code, the one to three letters that mark your strongest interests. It is the same code vocabulary career counselors have used for decades, produced by the government instrument itself rather than by a lookalike quiz.
Not a list of jobs: the six-type Holland code, produced by the U.S. Department of Labor's own 30-item interest profiler.
- See which of the six RIASEC interest types dominate your profile, get your Holland code in the vocabulary career counseling has used since the 1970s, and take away a concrete filter for study choices, career moves, or an honest look at why your current work does or does not fit.
登録不要で開始できます。簡易レポートは最後に無料で提供されます。 完全レポートは$9.90です。必要なときにお支払いください。
このテストで測定されるもの
現
現実型
Interest in hands-on work with tools, machines, plants, animals and physical materials, usually with a concrete result at the end of the day.
研
研究型
Interest in work that asks questions and looks for answers: observing, analysing data, testing ideas, and working through problems with no obvious solution.
芸
芸術型
Interest in work with room to create and interpret: writing, music, design, performance and other activity with few fixed rules.
社
社会型
Interest in work centred on people: teaching, caring for, advising and helping others directly.
企
企業型
Interest in leading, persuading and taking commercial risk: starting projects, selling ideas, and making decisions that involve other people's money or effort.
慣
慣習型
Interest in ordered work with clear procedures: records, data, schedules, and tasks where accuracy matters more than improvisation.
クリックからレポートまで。
手順はシンプルです：回答し、システムが計算し、結果が表示されます。事前登録不要、フォーム不要、待ち時間なし。
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「無料で始める」をクリック
開始時に登録は不要です。結果を保存したいときに、最後に本人確認を行います。テストはすぐに始まります。
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質問に答える
Likert 5-point scale (Strongly Dislike to Strongly Like)。進捗バーが表示されます。本人確認後は、どのデバイスからでも中断・再開可能です。
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簡易レポートを受け取る
即座に無料で提供。各次元のテキスト要約と、高・中・低の指標が含まれます。
- 4
完全レポートが必要か決める
簡易レポートだけでも十分な価値があります。完全レポートには、パーセンタイル、基準比較、チャート、応用的推奨、検証可能な修了証が追加されます。
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統合チャットで探求する
AIとあなたの結果について対話できます。プロフィールがキャリアにどう活かせるか、高いスコアの意味、他のテストとの比較などを尋ねられます。
簡易レポートはすぐにあなたのものに。完全レポートは必要に応じて。
| 無料版と有料版の比較 | 簡易レポート (常に無料) | 完全レポート ($9.90) |
|---|---|---|
| 回答に基づいて生成された各次元の解釈テキスト | ✓ | ✓ |
| 各次元の素点スコア | ✓ | ✓ |
| 1段落の概要 | ✓ | ✓ |
| 簡易レポートの全内容を、各次元3〜5段落に拡張 | — | ✓ |
| 各次元のパーセンタイル（基準群との比較） | — | ✓ |
| アクセシブルなデータテーブル付きの次元間チャート | — | ✓ |
| キャリア、人間関係、セルフケアへの応用的推奨 | — | ✓ |
| 公開検証とPDFダウンロード付き修了証 | — | ✓ |
- ✓簡易レポートの全内容を、各次元3〜5段落に拡張
- ✓各次元のパーセンタイル（基準群との比較）
- ✓キャリア、人間関係、セルフケアへの応用的推奨
- ✓公開検証とPDFダウンロード付き修了証
テスト完了後、簡易レポートの先に進みたい場合のみお支払いいただきます。
PIX（即時）またはクレジットカードでお支払い。レポートへのアクセスは1年間。その後、レポートは読み取り専用モードで閲覧可能です。
受け取れるもの。
パーセンタイル付きレーダーチャート。説明のための例示。
エグゼクティブサマリー
「あなたは高い知的好奇心と平均以上の誠実性を特徴とするプロフィールを示しており、中程度の外向性とバランスの取れた情緒反応性を持っています。この組み合わせは、規律を持って新しいことを求める人を示唆しています。」
説明のための例示。
尺度分析
完全レポートでは、各スコアの実際的な意味を3〜5段落で詳述し、あなたの総合的なプロフィールに基づいてパーソナライズされます。範囲ごとの一般的なテキストではなく、すべての次元を横断してあなたに特有の観察を生成する分析です。
応用的推奨
あなたの総合的なプロフィールに基づく分野別の実用的推奨（キャリア、人間関係、学業、セルフケア）。検証可能なQR付き修了証とPDFダウンロード。
このツールを信頼できる理由。
The O*NET Mini Interest Profiler (Rounds et al., 2016) is the official 30-item mobile form of the interest assessment built by the U.S. Department of Labor. Thirty work activities are rated from Strongly Dislike to Strongly Like on a 0 to 4 scale, and five items feed each of the six RIASEC scales in the published rotation, giving a raw score of 0 to 20 per scale. No item is reverse keyed and there is no total score: interpretation is intra-profile, ranking the six scales into the high-point Holland code, exactly as the official O*NET tools do. Internal consistency runs 0.74 to 0.81 per scale in the validation sample (N = 575), and high-point codes agree with the 60-item Short-IP at Cohen's kappa .73. No population norms or cutoffs are published, so the low, moderate and high bands on the 0 to 20 range are NOESIS curation, descriptive only. The English items are the official wording verbatim; Portuguese, Spanish, French, German and Italian are NOESIS's own translations under the O*NET Tools Developer License.
- 著者:
- John L. Holland (model); Rounds, Wee, Cao, Song and Lewis (Mini-IP)
- 年:
- 2016
- 範囲
- α 0.74 – 0.81(6 尺度)
- 平均
- α 0.79(適切)
クロンバックのα係数。.70以上が許容範囲、.80以上が良好。
- Rounds, J., Wee, C. J. M., Cao, M., Song, C., & Lewis, P. (2016). Development of an O*NET Mini Interest Profiler (Mini-IP) for Mobile Devices: Psychometric Characteristics. National Center for O*NET Development.
このテストの背景にある理論。
Vocational Interests
Framework treating occupational preference as a stable dispositional trait rather than a skill: what a person is drawn to doing is measurable, consistent over time, and distinct from what they are able to do. Holland's RIASEC typology is the field's reference structure; the ORVIS operationalises the same territory over eight scales derived empirically rather than from the hexagon.
この理論について詳しく見る →ターゲット
Students choosing a field, adults weighing a career change, and anyone who suspects the problem is not the job title but the kind of activities the workday is made of.
推奨年齢: 18+
レポートが答える質問。
Do you need your work to produce something you can point at?
A high Realistic score points to work with tangible results: things built, repaired, driven, tested. People high on R are often worn down not by effort but by abstraction, a whole day about work instead of in it. If R leads your code, look for the physical layer of whatever field you are in; even software and healthcare have roles closer to the machines and the materials.
Would you rather understand the problem than sell the solution?
Investigative interest is the pull toward why: experiments, diagnosis, evidence, the slow satisfaction of a question actually answered. High I profiles often do their best work one step back from the action, and feel fraudulent in roles that reward confident answers over correct ones. The score does not require a lab coat; analysis lives in finance, medicine, code, and repair shops alike.
Does a blank page pull you in or push you away?
The Artistic scale measures appetite for making something exist that did not: text, music, images, scenes. A high A score in a rigidly structured job is one of the most common sources of quiet career misery, and it rarely demands a full artistic career to settle; it demands that some real part of the work be yours to shape. Low A is just as informative: briefs, standards, and formats feel like support, not like a cage.
When you helped someone, did the day feel spent or well spent?
Social interest is about people changing because you were there: taught, guided, treated, supported. High S profiles tend to wither in work measured only by output, however prestigious. Note what the scale is not: it is not extraversion. You can love helping and still need silence afterwards, and the item content (therapy, guidance, teaching) reflects sustained one-on-one impact more than social buzz.
Do you want the call to be yours, including the risk?
Enterprising interest shows up as the wish to persuade, lead, negotiate, and own outcomes. High E profiles often already run things informally wherever they are placed; the score is a hint to make that official before frustration does it for you. Combined with your other top letter it changes meaning: ES leads people, EC builds operations, EA sells ideas.
Does bringing order to a chaotic system satisfy you more than inventing a new one?
Conventional interest is the most underrated letter: records kept right, inventories that balance, systems where nothing falls through. Organizations run on high C people and habitually forget to say so. If C leads your code, precision work is not a stepping stone to something better, it is the something; the profile says you are at your best where exactness is the job description, not an afterthought.
最も効果的な方。
The student picking a major from an employability table
Salary projections say one thing, and a vague discomfort says another. A RIASEC profile names what the discomfort knows: whether the activities inside that promising major are ones you would rate Strongly Like or Strongly Dislike, five years before the diploma makes it expensive to find out.
The competent professional who dreads Mondays
Good reviews, decent pay, and a flat feeling that will not lift. Often the code shows a mismatch of activity, not of ability: a Realistic or Artistic profile spending its days in coordination meetings. Seeing the gap spelled out in six bars is the difference between "I should be grateful" and "I know what is missing".
The career changer comparing three exits
Retrain as a developer, join a nonprofit, start something. A Holland code will not make the decision, but it orders the shortlist: each option is a bundle of daily activities, and you can hold each bundle against your profile instead of against the version of you that each brochure imagines.
よくある質問
What is a Holland code?
A shorthand for your interest profile, built from six types that John Holland described in the 1950s and refined until 1997: Realistic (working with things), Investigative (working with ideas), Artistic (creating), Social (helping), Enterprising (persuading and leading), Conventional (organizing data and processes). Your code is the one to three letters where you score highest, for example SEA or RIC. Career counselors, the O*NET occupation database, and most serious vocational tools speak this vocabulary, which is what makes the code portable: you can take it into any counseling conversation and be understood.
Can a company use this test to screen job candidates?
No, and this is a license condition, not small print. The O*NET Career Exploration Tools were built for career exploration and counseling. Using them to select personnel changes their purpose, and the O*NET Tools Developer License then requires a formal validation study under the U.S. Uniform Guidelines on Employee Selection Procedures (41 C.F.R. Part 60-3). No such study backs this version. On NOESIS the test is offered for self-knowledge and career development only, and it is marked unsuitable for recruitment. Interest scores are also easy to fake when a job is at stake, which would make the results worthless exactly where the stakes are highest.
NOESIS already has the ORVIS. Which one should I take?
They answer different questions with different vocabularies. The ORVIS has 92 items and maps eight Oregon interest scales, a finer-grained profile for people who want depth. The Mini-IP has 30 items and produces the classic six-type Holland code, the standard language of career counseling. If you want the recognized three-letter code quickly, take this one. If you want a longer, more detailed interest profile, take the ORVIS. Taking both is not redundant: the eight Oregon scales and the six RIASEC types slice the same territory along different lines.
Can 30 questions really capture my interests?
With a measurable cost, yes. The Mini-IP is the official short form of the 60-item Short-IP. In the validation study, 73% of participants got the same first letter on both forms (Cohen's kappa .73), and the median correlation between a person's 30-item and 60-item profiles was .95. The price of brevity is reliability: 0.74 to 0.81 per scale, against 0.85 to 0.90 for the 60-item form. The technical report itself recommends the longer form when accuracy matters more than speed. For a first read of your interest profile, the short form is what the Department of Labor built it to be: fast and close enough.
Will the result tell me which job to choose?
It gives you the profile and the code, not a job list. In the official U.S. tools, the code feeds a matching engine against the O*NET occupation database, filtered by preparation level; that database is specific to the U.S. labor market and is not part of this test. What the code does is order your options: it tells you which of two offers, majors, or projects sits closer to what actually attracts you. That is a filter you apply to your own market, not a verdict handed down.
Is this the official O*NET assessment?
The items are: the English version reproduces the 30 activities verbatim from the official technical report, and the scoring follows the published rules exactly. The packaging is not: the translations, the report, and this page are NOESIS additions under the O*NET Tools Developer License, and USDOL/ETA has not approved, endorsed, or tested these modifications. The unmodified English original is available free on the U.S. government's My Next Move site. What you pay NOESIS for is what the government version does not do: six languages, a full interpretive report, and the profile living alongside your other test results.
より充実したプロフィールのために、ツールを組み合わせましょう。
各テストは異なる次元を測定します。統合チャットは完了したすべてのテストの結果を横断し、単一のツールでは見えないつながりを明らかにします。
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無料で始める →このテストは情報提供を目的とした自己理解のためのツールです。心理学的または臨床的な診断を構成するものではなく、資格を持つ専門家による評価に代わるものでもありません。レポートにはテキスト生成に使用されたAIモデルが示されます。
This page includes information from the O*NET Career Exploration Tools by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the O*NET Tools Developer License. O*NET® is a trademark of USDOL/ETA. NOESIS has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications. The English items are reproduced verbatim from the official Mini-IP technical report (Rounds et al., 2016, Appendix A); the Portuguese, Spanish, French, German, and Italian versions are NOESIS's own translations.