How to carry out a professional development and skills assessment?

A skills assessment is a professional support system that enables individuals to analyse their professional and personal skills, aptitudes and motivations. The aim is to define a career plan that is consistent with their aspirations and the realities of the job market. In other words, a skills assessment helps you to take stock of your career, identify your strengths and weaknesses, and draw up a concrete action plan to achieve your goals.

The skills assessment is divided into three phases: the preliminary phase, the investigation and the conclusion. These stages enable the various aspects of the individual's career and skills to be explored in depth, so that they can project themselves into the future by setting up a realistic and achievable project.

In France, skills assessments are governed by the Labour Code. It can be carried out at the initiative of the employee, the employer, or as part of a career transition project. A number of funding mechanisms are available, including the Personal Training Account (CPF), the Skills Development Plan and skills assessment leave.

The skills assessment must be carried out by a service provider outside the company, in order to guarantee total impartiality. Organisations carrying out skills assessments must be accredited by the relevant authorities and comply with a strict ethical framework, ensuring the confidentiality of the information gathered and respect for the employee's rights.

The results of the skills assessment are the exclusive property of the employee, who can decide whether or not to share them with his or her employer. This confidentiality guarantees total freedom of reflection and expression for the individual, thereby encouraging an authentic and constructive approach.

Carrying out a skills assessment offers many advantages for employees, whatever their professional situation. Here are some of the main benefits:

Companies can also benefit from carrying out skills assessments for their employees. Here are some of the advantages for employers:

1. Preliminary phase: Contact, presentation of the assessment procedures, definition of expectations and contractual agreement.
2. Investigation phase: Analysis of skills, motivations, career path and achievements. Psychometric tests can be used to complete the analysis.
3. Conclusion phase: Summary of results, definition of career plan, development of action plan and drafting of summary document. Post-assessment follow-up can be offered to support the implementation of the project.

Individual interviews form the basis of a skills assessment. They enable an open and trusting dialogue to be established between the consultant and the beneficiary. During these interviews, several aspects are discussed:

Psychometric tests are standardised tools used to measure the aptitudes, personality and motivations of the beneficiary. They provide objective, quantifiable results that complement interviews. Here are some of the types of test commonly used:

Situational exercises are used to place participants in simulated professional contexts, in order to assess their skills and behaviour in real-life situations. These exercises may include:

Skills reference frameworks are used to list and assess the skills required for different professions or sectors of activity. They are used to guide the analysis of the beneficiary's skills and to establish matches with professional profiles.

• Qualiopi certification: Make sure the company has Qualiopi certification, which guarantees the quality of its training and support processes. This certification is a guarantee of seriousness and professionalism.
• Approval by funding bodies: Check that the service provider is approved by funding bodies such as the CPF (Compte Personnel de Formation), which will enable you to benefit from funding for your skills assessment.

• Background: Find out about the service provider's experience in carrying out skills assessments. A service provider with several years' experience will have developed appropriate methods and be able to adapt to different situations.
• Sector expertise: If you have specific needs related to your business sector, choose a service provider with expertise in this area. This will guarantee a better understanding of your business issues.

• Diversity of tools: A good service provider should use a wide range of tools and methods to carry out the skills assessment, such as individual interviews, psychometric tests, situational exercises and skills frameworks.
• Personalised approach: Check that the service provider offers a personalised approach, tailored to your specific needs. Avoid service providers who use standardised methods without taking your specific needs into account.

• Consultants' skills: Consultants must be qualified, experienced, good listeners and questioners, and have a good knowledge of the professions/sectors and the job market. Don't hesitate to ask for information about their background and skills.
• Post-balance follow-up: A good service provider will offer post-balance follow-up to help you implement your career plan. This follow-up may include coaching sessions or regular check-ups to adjust your action plan.