Find Out What Career In Tech is The Right Fit For You (Part 2 of 3) | Life In Tech by Bessy Tam

Find Out What Career In Tech is The Right Fit For You (Part 2 of 3)

Published on 16 March 2020 by Bessy Tam | Filed in Career

Step 2:  Understand Your Strengths

Use Your Strengths At Work? Be 6X More Engaged & 3X Happier

In a recent global survey, Gallup (a global research company), actually found that 1/3 of professionals strongly agree that they're leveraging the best of their strengths at work. 

As part of the study. They also found out that if they are focused on their strengths at work, they are 6X as likely to be engaged at work and 3X more likely to say that they have a great quality of life.

The reason why I'm sharing this is because the 5 specific career tests I'm sharing today helped me get my dream job at Google.

I was previously a marketing struggle to hone into my strengths at work and through a 10 month process actually got into tech and that's why I help people get into tech companies like Facebook, Google, LinkedIn, Salesforce, L2, Trunk Club and interviews at more eg Robinhood, Square, Stripe, Headspace, Expedia, etc.

I was able to transition from a sales role too to  my dream product role at Google. I traveled around the world and also move halfway across the world from Hong Kong to USA.

First I'll share a little bit more about what I'm recommend you to do after you find out what your strengths and then jump into the career tests themselves

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What You Should Do With These Tests

First, I would suggest you to do these tests every 2-3 years. Personalities change with time and experiences so it's always great to keep track

Secondly, I want you to actually map out your ideal environment in order to bring out your strengths the most. Now, I talk a lot about this in my free 7-day email course, especially in Day 1 & 2, to create your Career Criteria Checklist. This will help you understand what your next job should be.

So today you can use all these 5 career tests to map out your strengths, understand how these strengths map out to an ideal work environment based on your tendencies and thus map out ideal career roles which I'll cover in the 3rd video.

For example, for me:

  • I need to make sure that I'll be working on projects alone while being able to gather and ideas and creative thinking from a team like environment (Introverted-ness from Myers Briggers)
  • I need to be able to get a lot of facts and you have a lot of resources for me to make great decisions and have a great impact around the world (Red and Yellow from Insights Discovery)
  • I need to be able to perform acts of service and spend quality time with people on my team (5 Love Languages)
  • I need to be very helpful. So I need to see the impact of my work. So very transparent work environment, very fast paced. (5 Love Languages)

Lastly, make sure you can figure out what you can do with these strengths in your current job such as adjusting your work environment or schedule. For example, if you're very extroverted, do more social activities and do more team related work.  On the other hand, if you're an introvert like me,  do more independently driven work. 

The Five Career Tests

I'll start with the most in depth ones and also the most expensive ones.

Career Test



Personality Types


Where to Buy

DISC Assessment





Find a Partner

Insights Discovery





Find a Partner

Strengths Finder 2.0





Myers Briggs





Find a Partner MyersBriggs.Org

​Free 16Personalities

Pivot Method





5 Love Languages





If you liked this video or article, please comment below on the tests you used and what insights you actually found out about yourself.

If you've done certain tests before and I haven't addressed them, please feel free to comment them below too.

After this video I'll also have the third video, which is how to leverage your current assets and experiences in order to find out what your next job would be. 

5 Best Career Tests: DISC, Insights Discovery, Strengths Finder 2.0, Myers Briggs MBTI, Pivot Method, Love Languages

1. DISC Assessment

First, I have the DISC assessment. I actually had access when I was a sophomore in Babson College.


​The framework was first founded in 1920s and actually formalized in 1970s so someone would researchers actually quite in depth. The only way you can access this is through different partners or if your company currently has a partnership.

2 Reasons Why I Love This The DISC Assessment:

  • First, I love it because it's crazy long, 18-pages that covered key overviews like strengths, weaknesses, and most importantly how I could leverage them to be of value to the team
  • Secondly, this seems trivial but the wording is quite objective where it's lists out, "Bessy is determined ...etc" It gives me more of a bird's eye view to my personality instead of taking the report too personally

The Metrics:

The DISC assessment actually stands for D I S and C.

  • D means Dominance. Dominant folks are very result oriented and strong willed. 
  • I means Influence. Influential people are very happy, very enthusiastic and optimistic.
  • S is called Steadiness, but really it's about being team-oriented 
  • C is Conscientiousness. Conscientious people are super detail oriented and an analytical. 

So personally I'm D & I. Naturally I'm more D than I, but then in a team environment I'm more I than D. This is so that can bring people together to work towards a wider goal.

2. INSIGHTS Discovery (Color Test)

Secondly, this is Insights Discovery commonly called the color personality tests.


I actually did this test at work 2 times. The test is quite well known, I know both Bloomberg, Google, and Facebook use it. I'm sure a lot of tech companies that focuses teamwork uses this test as well. It allows managers and teammates to understand each other's personalities and hire/work with each other accordingly.

You can access the official test on However you won't be able to access the test online. 

3 Reasons Why I Love This Insights Discovery:

  1. Firstly it was founded in 1980s -  a lot of the terminologies and wording that they used are quite new.
  2. It's super in depth. It's even more in depth than the DISC assessment where it's 32-pages. It gave me strengths but also gave me blind spots, stuff that I can work on personally to identify my weaknesses and also be aware of them when I'm working with other people.
  3. Most importantly, this report actually gives you an ideal environment in which you can bring your strengths out most. For me, I need to have a creative and autonomous way to approach strategy - this means I need to have regular brainstorming sessions instead of having a top down leadership.

The Metrics:

The results I received were quite similar to a disc assessment.

  • Red in Insights is similar to D in DISC , very determined, a "Director."
  • Yellow in Insights is similar to Influence in DISC called the "Inspirer". This person is very happy 
  • Green in Insights is very similar to Steadiness in DISC, called the "Supporter." You always include everybody as a supportive teamplayer
  • Blue is more analytical like Conscientious in DISC, called the "Observer". You observe before taking action

If you look at the wheel above, you'll see that there are opposite colors in different ends of the "spectrum" or "circle".  A blue observer is opposite of an inspirer, Director that of a supporter.

You'll also see the more dominant features you have, the more in the "outer" circle you are. This means, the more well rounded you are , the more you are in the middle.

However, there's never a wrong or right. Your goal is always to balance other people's perspectives. For example, as a team, you'd want to have various folks around the circle to build a well-rounded team.

As someone who takes this test, you'd also want to be mindful of other teammates' strengths, especially those who are opposite of you, and act accordingly to support their working styles.

Personally, similar to DISC, I am red then yellow when I'm my natural self and yellow then red when I'm with others. So I am the positive person that brings everyone together but also gets things done. 

3. Strengths Finder 2.0


The first version of the book was published in 2001. This updated version I got has a lot more personalities involved.

The book has been on the top seller list for over five years. You can even read the reviews on Amazon, it's a great book to learn more about your strengths at good value.

If you're contemplating which strengths test to get if you were to get just one, stop reading right now and get the Strengths Finder book here.  

3 Reasons Why I Love Strengths Finder 2.0

Similar to this assessment, the color of tests, the test is around 30 minutes. It's quite in depth.

  1. It's super accessible. Unlike the disc assessment and color tests. This one is just a $15 book. Once you get the book, you'll receive a code at the back so that you can go online and take the test directly.
  2. There are  34 themes that instead of just focusing on the 4 quadrants based off of Carl Young's research of introvertedness, extrovertedness, think, or feel (aka what DISC and Insights were based on).
  3. The report is online and is super actionable.  For example, there is a section called "things you can do today." These reminders will help you bring out your strengths on a daily basis

The Metrics:

The StrengthsFinder 2.0 report online will give you a top 5 themes that you portrayed the most. And then for an additional $40 you can get all 34 themes. Again, this is a lot more accessible than the other 2 (DISC & Insights) which I believe are ~$100 per person and also requires a facilitator to facilitate the results of

The results really validated what I got from my previous tests DISC and Insights. However, I think this report breaks the findings down even more in terms of what it means for me to be red or dominant focus personally.

I think out of all of the tests, this would be a great purchase for you just to get things started. Get the book. Beforehand, you could also contact your employer to see if the DISC or Insights Discovery/Color tests are available first.

 If not, then you could even use this opportunity to bring strengths tests to the workplace too as a side project.

4. Myers Briggs (MBTI)


This tool was actually developed in 1940s by Isabel Briggs Myers and then published in 1962. So, the test is still a bit more modern compared to the first two.

The official tool on is actually $50. I personally did this test on which was free.

Why I Liked the Myers Briggs

  1. Although the free test was not official nor endorsed by the Myers Briggs team, it was still in-depth enough to provide meaningful insights with pages of results categorized by segments of your life eg. Relationships, career
  2. I like how visual it was. The report helped me put into perspective what an ideal workplace would look like
  3. I also liked how the results could be applied to daily life since the insights went a bit beyond the career or the workplace into relationships and beyond

The Metrics

There are 4 spectrums that you can get into in which each spectrum you have 1 trait to choose from out of 2. When each trait is chosen you get a personality and each test taker can get 1 of 16 total personalities.

  1. Extrovertedness (E) & Introvertedness (I) : What does your favorite world look like? Extroverts gain energy from interacting with others and external stimulations. Introverts gain energy by being alone 
  2. Sensing (S) & Intuition (N) : What information do you need? Sensing means you take in the basic information from outside. Intuition means you get information from your personal experiences and reflections.
  3. Thinking (T) or Feeling (F): How do you actually make decisions? People on the Thinking spectrum prefer looking at everything on a logical basis. On the other hand, those on the Feeling specturm prefer confiding in others and talking to them to solve problems.
  4. Judging (J) or Perceiving (P): How do you actually deal with outside worlds? People on the Judging spectrum prefer to plan ahead while those on the Perceiving spectrum deals with things as they come

I actually took this test twice. 5 years ago, I was INFJ. However when I recently took the test again specifically for this video, I was INTJ. It's interesting because this means I started using more data and logic to make decisions and solve problems as moved from Hong Kong to US or changed roles to a product role which requires more data to make decisions. 

Either way, both of these personalities make up of 2% of the world population, which is really rare. Women actually make up less of INTJ at 0.8%.

My results and what to do: I make decisions a lot based off of intuition. I prefer logic when it comes to making decisions and a lot of information and a lot of research. I also require plans ahead instead of having things thrown at me all the time. That is very difficult when it comes to being an entrepreneur or being in the tech world given things change all the time being in these fields. 

For me, the industry is super fast paced in general, but being able to map out a plan and goals and OKR is with my manager and team is really helpful for me that allows me to bring my strengths out.

5. Pivot Method / Pivotability Assessment

I bought the Pivot Method on my Kindle (buy it here), unlike the Strengths Finder 2.0 in Hardcover.

The coolest part is the author of Jenny Blake is actually from Google as well, and she was leading the career development programs are at Google, had a sabbatical to promote her book, and ended up quitting her job in order to continue her work.


This pivot method is actually used a lot in workshops at work in Google. It's great if you've read this book already since you would have been exposed to her pivot method.

If you didn't know, she has a free Pivotability test online and toolkit where she gives you for free .

The Metrics and My Results:

In her Pivotability Assessment, there's actually 3 profiles:

  1. A Security Seeker, which means you have a high need of control and stability and therefore when it comes to new opportunities, you want to approach a very slowly and cautiously. 
  2. Secondly, you're Measured Pivoters you are open to change and open to actually try new things. At the same time, you also need long periods of reflection and also talking with others. I am personally a Measured Perimeter. I won't be able to survive in very, very small startup environment. Even when I started this blog, I had confided in a lot of mentors in this space to start πŸ™‚
  3. Lastly, there's Pivot Pro which is driving for achievement and also you know, actively seeking new situations.

The changes in tech are quite frequent and you're always finding new things. I think this would also be a great way to prep for getting into tech, knowing what personality you have and what type of information you'd need to make the change.

So I would suggest you to go on Jenny's website, to get the online test.

I do recommend for you to read the pivot method. This book is awesome in terms of helping you transition from whatever industry to get into tech. This framework has 4 separate steps that talks about exactly what this three-part video series is about, how to choose the right career that's a great fit for you.

BONUS: The 5 Love Languages


The last test that I want to share with you is actually the Love Language Test.

This is not directly related to your career, but will help you make the most out of the people around you at work and to make sure you build an environment that is supportive of your needs towards success.

The Metrics and My Results:

The 5 different love language are acts of service, quality, time receiving gifts, physical touch and words of affirmation. Each metric can receive a score of 1 through 10 with 10 meaning it's the most important to you.

 The metrics are quite self-explanatory, but what we want to know is how this actually influences your career.

If let's say you are very much into physical touch, then it would be very, very hard for you to actually work remotely because you won't be able to actually spend time with people at work.

My personal top 2 are: Acts of Service and Quality Time (Both equally getting a score of 10). That's why I spend so much time with my clients even in this business of helping people get into tech because I really appreciate and really value the time that we have together.

That's how I actually got my daily reward and how I get motivated to work more too.


I wanted to reiterate that these 5 career tests won't tell you exactly what role you're a great fit for, but it gives you what work environment you need to succeed and bring out your strenghts.

Now I talk a lot about this in my free 7-day email course, especially in day 1 and 2, to create your career criteria.

Today, you can use all these career tests and map out your strengths.

Write out what that means in terms of a work environment and what are your tendencies. ​

If you liked this video/content, please make sure you subscribe both on YouTube as well as on my site so that you can updates and new content like this where we'll talk a little bit more about using your current assets and experiences in order to land a job that you absolutely love.

Also common below which tool that you like the most and what insights that you actually get out of it.

Want to Find Out Your Natural Entry Point & Best Career Path in Tech?

Subscribe To Start a Quick 7-Day Email Course. Get Exclusive Access To:

  • Your Career Criteria Checklist/Roadmap
  • Why Tech May or May Not Be Right For You
  • Resume Revamp Checklist
  • Top Interview Questions & How To Answer Them

About the Author

Bessy Tam is a career coach who helps busy professionals get into their dream non-tech job in tech. She’s helped dozens of clients get interviews and offers from companies such as Facebook, Google, LinkedIn, Lyft, Amazon, Babbel, & More. She currently works at Google in Chicago.


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