The purpose of the skills assessment is to let the beneficiary analyse their professional and personal skills, aptitudes and motivations in order to define a realistic, concrete career plan and/or training plan.
This career plan should raise the beneficiary's level of satisfaction at work, while also developing their employability and securing their career path.
The skills assessment is open to everyone: employees and job seekers alike. Every beneficiary is unique, so we adapt to each person's individuality and needs, and we make every effort to facilitate access to training for people with disabilities.
Our centre is accessible to people with reduced mobility. With the beneficiary's agreement, the assessment can also take place remotely, by video conference. A good command of French is needed to use the training material, communicate effectively with your consultant and answer the questionnaires. The assessment can only take place with the beneficiary's full consent and commitment. An employee's refusal to consent is neither misconduct nor grounds for dismissal. The skills assessment takes 24 hours, spread over three phases: the preliminary phase, the investigation phase and the conclusion phase.
Initial interview
Objectives
- Clarify your needs and goals and confirm your commitment to the process.
- Give you personalised, in-depth information on how the assessment will run (including the final debrief and how its conclusions may be used) and on the methods and techniques used.
Methods & tools
- Individual interview with the consultant who will follow you throughout the assessment.
- Tools: active listening and goal clarification through needs analysis, to review the beneficiary's current situation, goals, resources and obstacles.
How the assessment runs
Objectives
- Jointly define how the assessment will run, including the choice of tools, and organise it in practice (schedule, documentation).
Methods & tools
- Setting the schedule, presenting the documentation and the available tests and questionnaires: Element B, MBTI, Lumina, Career Spectrum, informational interview grid, action plan formalisation.
Exploring your life story
Objectives
Analyse your personal, social, educational and professional path. Spot the decisive choices, breaks, triggers for change and the benefits associated with your choices. Identify personal resources and interests outside work. Develop your communication to assert your future choices, including in uncomfortable or tense situations.
Methods & tools
Tool: the 5 levels of choice. Tool: choice hypothesis, benefit, hidden resources. Tools on levels of openness, truth first, levels of listening, personal, social, educational and professional lifelines. If needed, a professional genogram. If needed, an MBTI or Lumina test (not systematic).
Exploring your professional capital
Objectives
Identify your areas of knowledge (initial and continuing education). Build your skills portfolio by spotting the skills (soft skills and know-how) you have developed, under-use, need to strengthen or acquire. Determine your behavioural preferences. Assess how transferable your skills are to your career plan.
Methods & tools
Phase 1: training table. FIRO assessment: behavioural preferences and behaviour under stress. If needed, HPI (Hogan) test.
Phase 2: once the career plan has been sketched out, the "career spectrum" tool and development level (craftsman / manager / leader / expert / creator). Skills portfolio assessed through educational, professional, personal and social achievements.
Interviews with trusted people and/or 360° feedback.
Exploring motivations and obstacles
Objectives
Spot what motivates you: driving aspirations, interests, values, priorities and any gaps with your current situation. Identify obstacles: limiting beliefs, fears, defensive behaviours. Sketch out your career plan.
Methods & tools
Motivations: balance and priorities with the wheel of life domains. Projections: your 100th birthday, current self and future self, the Table. Values: the bus ride.
Obstacles: professional beliefs, defence mechanisms and defensive signs. Imagery: the house with 3 doors. First draft of the professional mission.
The beneficiary of the skills assessment is protected by article 226-13 of the French Criminal Code on professional secrecy.
The beneficiary receives the detailed results and a summary document. They may only be shared with another person or institution with the beneficiary's agreement.
The skills assessment provider destroys the documents produced for the assessment as soon as it ends.
The training objectives are met
Satisfaction with our inter-company trainings in 2023: 5/5 (updated January 2024: 7 trainees, 6 out of 7 assessments completed, 6 out of 7 follow-up interviews held at 6 months; satisfaction survey filled in by 5 out of 7 trainees)
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Rating on MonCompteFormation
100%
of our assessments are completed
86%
positive feedback from trainees
The training costs €2,400 incl. VAT for 24 hours, with many funding options available.