🧭AXIS360 Instrument

Career Interest Profile

What kind of work a person actually enjoys — not just what they're skilled at

Built entirely on Holland's public-domain RIASEC theory — Realistic, Investigative, Artistic, Social, Enterprising, Conventional — this 48-item assessment produces a 3-letter Holland Code and maps it to broad career and role themes, surfacing genuine mismatches between a person's current role and what they naturally find motivating.

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48
Items
~12 min
Completion time
6
Interest themes
3-letter
Holland Code
What

What's included

✓48 items across Holland's 6 RIASEC interest themes, 8 items each
✓3-letter Holland Code (e.g. "SEC") ranking top interest areas
✓Consistency indicator — how tightly clustered vs. spread the top interests are
✓Career and role theme suggestions mapped to each interest combination
✓An original instrument built on public-domain theory — no licensing dependency on a third-party commercial inventory
Why

Why this matters

!
Skill and interest are not the same thing, and hiring for the former while ignoring the latter is a common, quiet cause of early attrition and disengagement: a technically capable hire in a role that bores or drains them will underperform and leave, regardless of how strong their competency scores looked at interview. Holland's (1959, 1997) RIASEC model remains the most widely taught and replicated framework in vocational psychology for measuring which categories of work activity someone finds intrinsically engaging, independent of current ability.
Ideal For
Career counselling conversations, internal mobility and role-fit discussions, and early-career hiring where motivation and engagement risk matter as much as current skill level.
How

How it works

1
Candidate completes the 48-item interest survey (not a skills or ability test — there are no right or wrong answers)
2
AXIS360 computes percentage scores across all 6 RIASEC themes and ranks them
3
Report delivers the Holland Code, consistency read, and career theme suggestions for a development or mobility conversation

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Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Is this the same as the Strong Interest Inventory?
No. This is an original AXIS360 instrument built from scratch on Holland's public-domain RIASEC theory. It shares no items, scoring method, or content with the Strong Interest Inventory, which is a separate commercially licensed product from The Myers-Briggs Company.
Does a low score on a theme mean someone is bad at that kind of work?
No — this measures interest and enjoyment, not skill or ability. Someone can be highly competent at a task they don't find engaging, and vice versa; that gap is exactly what this instrument is designed to surface.
Who is this best used for — hiring or existing employees?
Both, but it's particularly valuable for internal mobility conversations and early-career hiring, where matching a person to work they'll stay motivated by matters as much as their current skill level.

Ready to try Career Interest Profile?

Start with a free trial — no credit card required.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796