Take the career interests test, read your three highest interest types in order, and compare them with the activities that fill your working week now. The gap between the two is the useful finding: interests are stable from the early twenties and predict how people perform and whether they stay, so a code that does not match your work tells you which activities are missing rather than which job to take.
What the evidence says
Low, Yoon, Roberts and Rounds (2005) reviewed longitudinal studies of vocational interests and found that they become stable during the late teens and early twenties and change little from then into middle age; over those years they were more stable than personality traits were in comparable reviews. That matters for a career change, because the interests you measure now are unlikely to shift towards whatever job you end up in. Nye, Su, Rounds and Drasgow (2012) meta-analysed sixty years of research and found that interests predict performance and persistence in both work and study, with the links strongest when the fit between the person’s interests and the work was measured rather than interest level alone. The short form used here is reliable enough for the comparison: Rounds and others (2010) report alphas of .78 to .87 across the six scales and test-retest correlations of .78 to .86.
How to read the result against your job
Each type page on this site lists the activities the type describes and twenty UK jobs mapped from occupations with that code, each linked to a National Careers Service profile that says what the day involves. Set your three letters against your current job: which of your top three types the job already uses, which it uses only a little, and which it does not use at all. If the job matches the code, the wish to move is about something an interest test does not measure, such as pay, hours or people. If the job is one letter off, the missing type is an activity that could sit inside the same field. If the job uses none of the three, the code names the kind of work you have been doing without.
What the test does not do
It does not measure ability, pay, availability, training or what the market wants, and choosing a job depends on all of them. It does not rank jobs or tell you to leave one. A low score on your current job’s type does not mean you are bad at the job; many people do well at work they would not choose, and the test records the choice, not the competence. The six types are broad, so two people with the same code can want very different days.
What it means for your results
The code describes the activities you would enjoy, taken at an age when it is unlikely to change much. Read the three type pages, note which activities on them you already have and which you lack, and treat that list as the finding. Where you go with it depends on things no test here measures.
The career interests test takes five minutes, is scored on your device, and maps your code to UK jobs on the career pages.