The Law of 6 regarding a study
Act 1: Interesting
A study should have content of interest to a student. We use various interest questionnaires, which reflect interest in subjects (subject matter), studies, professions, work roles and work environments.
Act 2: Employment prospects
A study should offer favorable employment prospects. Our psychologists are aware of promising and less promising courses and developments in the labor market.
Act 3: Feasible
A study must be achievable. We measure abilities needed to successfully complete a course of study
Act 4: Work capability
In addition to thinking skills, a person must also have self-directed work skills. We make a strength-weakness analysis of the behavioral aspects, which to a greater or lesser extent contribute to study success and provide suggestions to compensate for, or strengthen, any vulnerable traits.
Act 5: Quality
A person must be able to flourish in a work environment based on qualities. The most reputable (Big Five) personality questionnaires are used to capture a wide range of characteristics.
Act 6: Best Version
We support people to develop their potential and become the best version of themselves. If desired, the advice extends beyond a choice of study or profession and details how an individual can develop, for example by participating in extra curricular activities, the interpretation of a gap year, studying abroad and membership in a student association. Ideas about a student city of interest to the prospective student are also included.
The Law of 6 regarding a career
Act 1: Interesting
Work must be of interest in terms of content. In a career survey, several interest questionnaires are used, di
Act 2: Employment prospects
As far as possible, work should offer favorable employment prospects. Our psychologists try to take into account developments in the labor market as much as possible when providing career advice.
Act 3: Drives and Work Values
Tasks should align with motivations and work values. It examines what motivates a person to perform a variety of tasks and what aspects of work people find inspiring.
Act 4: Qualities
A person must be able to flourish in a work environment based on qualities. To capture a wide range of traits, various career scans are used, which include work-related (Big Five) personality questionnaires.
Act 5: Competencies
A person must have a view of developable competencies. To function satisfactorily in a work environment, it is important to make the best use of the potential that a person has at his or her disposal.
Act 6: Corporate culture
A person must feel at home in a certain corporate culture. In addition to motivations and work values, the culture of an organization also largely determines how satisfied a person will be with all kinds of work. The career survey answers the question in which corporate culture a person will feel most at home.
