CAP (Comprehensive Aptitude Profile)

CAP covers the ‘Career-fit-field in much more detail than the BAP. In contrast to the six Career-Categories used in the latter, the CAP uses 14 Core Functional Career-Categories (which attribute differentiates the CAP from other models in the career matching profile in the market) and offers its user the option to choose from the Primary facet of the career matching process (i.e., the sphere where the inherent and more generically aptitudinal-orientation forms the focus of the assessment), to the Extended facet where the candidate’s Interest Profile is added to the assessment and matching process, to finally, the third Counselling facet, where also the candidate’s Experience Profile is brought into play to cover the matching process fully. The CAP also offers a more comprehensive list of Personality attributes on the Psychological Dimensions side of the matching process in order to enhance the fit with the Career Requirements side of the matching process.

The CAP offers a very comprehensive Summarized Report in which specific attention is given to the three facets of the career matching process – including an integrated result in this regard. It also guides the user in the counselling process and provides a Career Index consisting of the critical job-profiles (according to the most crucial job requirements of each job) of hundreds of job/careers to hone in on the final decision-making flowing from the assessment function to the basic essential detail the concept consists of.

In total the test can be completed in less than one hour.

Measured Areas-Scales:

Three Main Structures

  1. Cognitive

  2. Personality

  3.  Integrity

Plus an Interest & Monitor Scale.


The CAP is particularly useful in determining the academic subjects a person must select to prepared him or herself for his/her career future. It also proved to be particularly useful in selecting a final career as well as facilitating a person to adapt his career-orientation at a later stage in his career in practice. It lastly, also proved it’s spurs in the selection process of determining who to appoint or promote regarding the ‘best fit scenario’ and of course for development and career counselling.