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In a constantly evolving work environment, understanding people's professional motivations and interests has become essential to ensure their fulfillment and performance. This article delves into the topic through an interview with Yves Duron and Zwi Segal, creators of the MOTIVA solutions (Which Career For Me – Professional and Student). These experts share their insights on the importance of exploring the deep drivers that energize individuals - whether young people seeking their first career direction or professionals in transition. Discover how MOTIVA solutions help align personal aspirations with labor market demands, integrating advanced technologies like artificial intelligence to offer tailored development paths and enhance support in this area.

How do you view the evolution of the world of work in recent years?

We are undergoing a profound, rapid, and irreversible transformation. The world of work has experienced an unprecedented structural shift, accelerated by three major forces: 

• Technological Revolution and AI: Automation, artificial intelligence, and digital platforms are redefining jobs, required skills, and even the concept of “work.” Hybrid technical profiles are increasingly sought after, and continuous learning has become a core skill. 
• Changing Individual Expectations: New generations - and even seasoned professionals - are no longer just looking for a job, but for meaning, flexibility, and recognition. This is the era of “motivation fit”: aligning deep individual aspirations with the professional environment is now a performance driver. 
• Erosion of Traditional Reference Points: Linear careers, lifelong permanent contracts, vertical hierarchies - all are fading. Work is becoming more fragmented, agile, and personalized. This calls for new, individualized support tools like Which Career For Me powered by MOTIVA, which go beyond assessing skills to explore each person’s deep drivers. 

We’ve shifted from a world of qualifications to a world of mobilization. The key today? Understanding what makes people want to engage, learn, and contribute meaningfully. 

Why is it important to consider people's professional motivations and interests? 

This is a crucial question, touching the very heart of sustainable performance, well-being, and professional fulfillment. For decades, individuals were mainly evaluated based on their skills or experience. But research and field observations now show that it’s not what people can do that makes them perform and engage - it’s what they want to do. 

Here’s why motivations and interests are so critical: 

1. Engagement Cannot Be Forced A person may be competent but disengaged. Conversely, someone who is motivated will strive to grow, invest, and contribute beyond the minimum. Motivation drives involvement. 
2. Professional Interests Guide Perseverance When tasks align with our true interests, effort becomes enjoyable, and obstacles are easier to overcome. Interest is a lever for resilience and longevity in a role. 
3. Key to Adapting to Change As careers become less linear, sustainable transitions require internal motivation. Self-awareness enables better rebound. 
4. Source of Workplace Well-being When people are aligned with their work, they are calmer, more focused, and more satisfied. Motivation supports psychological health.
5. Foundation of a Winning HR Strategy For companies, understanding individual drivers improves recruitment, retention, and talent development. Teams are no longer managed with job descriptions but with real knowledge of people. 

Considering motivations and interests is not a “soft” option - it’s a strategic necessity in a world where skills evolve, but meaning remains the individual’s compass.

Your MOTIVA solutions address motivations and interests for both adults and youth aged 16–25. Is there really no age limit to exploring one’s key motivational drivers? 

Absolutely. There’s no age limit to questioning what deeply motivates us. From thousands of coaching sessions using MOTIVA, we’ve seen that the quest for meaning, desire, and personal alignment spans all generations. Whether it’s a 16-year-old wondering about their academic future or a 45-year-old professional in transition, the question remains: What makes me want to get up in the morning and act with energy and conviction? 

Which Career For Me powered by MOTIVA serves all ages, for different reasons: 

• For youth (16–25): It lays the foundation. Understanding professional interests and discovering true motivations helps clarify choices in education, training, or first jobs. 
• For adults: Motivations evolve with time, responsibilities, and life changes. MOTIVA helps reassess and realign choices with internal drivers, sometimes reinventing career paths.

Motivation is a lifelong thread - not a fixed trait. It’s a living energy that must be listened to, nurtured, and adjusted throughout life. Which Career For Me powered by MOTIVA is a powerful self-awareness tool for making more informed, lasting, and satisfying decisions. 

You say “Motivation is a skill that can be developed,” which is also the title of your book published by Pearson France. How is it a skill, and how can it be developed? 

Yes, in our book Motivation is a Skill That Can Be Developed, we assert that motivation is not a passive state or fixed personality trait - it’s a skill. Like any skill, it can be learned, cultivated, and strengthened.

Why is motivation a skill? 

Because it meets three key criteria common to all human skills: 

1. It’s Based on Identifiable Mechanisms Motivation isn’t mysterious: It’s structured around clear factors: professional interests, values, psychological needs, and perceived enabling or blocking contexts. 
2. It Can Be Influenced and Developed: You can learn to motivate yourself, just like learning to communicate or manage time. 
3. It involves knowing your internal drivers, activating them, and implementing strategies to create engagement-friendly conditions. It Produces Measurable Effects Well-developed motivation leads to more energy, perseverance, resilience, and direct impact on performance and well-being. 

How can motivation be developed? 

The MOTIVA method supports this through three main steps: 

1. Identify Deep Motivations: Using rigorous psychometric tools, Which Career For Me powered by MOTIVA reveals professional interests, core values, sources of satisfaction, and demotivating situations. 
2. Understand the Gap Between Self and Current Context: Many disengagements stem from a mismatch between who we are and what we experience at work.The tool highlights these gaps, revealing frustrations and action paths. 
3. Build a Development or Adjustment Plan: This could involve job adjustments, career changes, skill development, environment shifts, or even posture evolution.

The goal is to make the person the active agent of their motivation. Motivation isn’t luck - it’s a dynamic that can be built. And like any skill, the more you work on it, the more natural, powerful, and lasting it becomes.

Your career development solutions also incorporate AI. At what level? 

AI is profoundly changing our relationship with work and naturally integrates into career guidance and development tools.  MOTIVA uses AI in a targeted way - not to replace humans, but to better serve them. 

How does MOTIVA use AI? 

To Enhance Matching Between Motivations and Jobs: MOTIVA’s AI is trained on psychological and motivational models. It doesn’t just match skills to jobs - it cross-references deep preferences (motivations, interests, values) with a database of over 2,870 coded professions. This enables: 

• Fine-tuned profile-job matches
• Personalized suggestions 
• Prioritization based on motivational alignment  

To Contextualize Career Choices with Market Reality: Connects in real time: 

• Compatible jobs
• Current job offers 
• Market trends 
• Required skill levels 

In short, the tool links desire with feasibility - crucial for realistic decisions. 

To Build Tailored Development Paths Once gaps are identified between a person’s profile and job requirements, the tool uses AI to recommend upskilling or reskilling (training, certifications, experiences), considering: 

• Current level 
• Target job value 
• Motivational drivers

AI Serving Humans, Not Replacing Them 

At MOTIVA, AI enhances human intelligence. It helps individuals and coaches gain relevance, personalization, and efficiency - while respecting what we consider central: motivation, self-awareness, and freedom of choice. 

What advice would you give someone to stay motivated and engaged at work?  

Motivation isn’t a permanent or magical state. It fluctuates, requires maintenance, and can be consciously cultivated. Here are 5 key tips for staying engaged long-term: 

Regularly Reconnect with What Deeply Motivates You: Ask yourself: What gives me energy? What tasks stimulate me? When do I feel useful, alive, aligned? Motivation comes from within. The better you know your personal drivers, the easier it is to activate or rediscover them. 

Align Your Tasks with Your Interests and Values: Even in constrained roles, there’s often room to evolve: Ask to contribute to a passion project, suggest new approaches, reorganize priorities around meaningful tasks, alignment between self and environment fuels daily engagement. 

Cultivate a Sense of Progress: Stagnation is a major demotivator. Progress - even small - gives momentum. Learn something new, seek feedback, start a micro-project. Motivation grows when you feel you're advancing. 

Surround Yourself with Positive, Stimulating Relationships: Motivation is also relational. Working with inspiring, kind, or simply motivated people is contagious. Nourish your human environment as much as your tasks. 

Take Control of Your Career Path: Sometimes, demotivation signals the end of a cycle. Don’t ignore or endure it. It may be time to reflect, consult a coach, or reconsider your aspirations. 

Motivation is reborn when you become the active agent of your journey. Being motivated isn’t luck- it’s clarity, meaning, autonomy, and direction. That’s exactly what we aim to restore for everyone through the MOTIVA method.   

According to the CIPD Good Work Index 2024, which surveyed over 5,000 UK workers, 70% of people were satisfied with their job whilst 29% of L&D professionals ranked addressing skills gaps as their top priority. No doubt - these individuals are motivated and find real interest in their work for the future! 

Taking into account a person’s professional motivations and interests allows for better career support by offering opportunities that align with their aspirations and needs. This is especially useful in a shifting labor market where expectations and requirements are constantly evolving. So why is it important to assess them? And is there a way to do it thoroughly?

What Do We Mean by Professional Motivations and Interests, and Why Are They Important?

Professional motivations are the internal drivers that push a person to act and invest in their work. They include the desire for success, the search for recognition, the urge to take on challenges, or the aspiration to contribute to a cause. 

Professional interests refer to the fields or activities that spark a person’s enthusiasm and curiosity. These may relate to specific tasks, work environments, or industry sectors. 

Motivations and interests are essential for generating the energy needed to develop new skills, explore new career paths, and achieve greater professional fulfillment.  They are key elements that influence job satisfaction and performance. Several studies show that aligning professional interests and individual motivational drivers with the role and company contributes to success- both professionally and in terms of learning new skills (Carol Dweck, 2006; Paul Murphy, 2012)

How Can You Establish a Person’s Motivational Profile? 

Everyone has unique professional motivations and interests. Helping individuals become aware of and articulate them is crucial. 

With What Tool? 

The online tool Which Career For Me, powered by Motiva is designed for psychologists and HR professionals working in career support contexts (coaching, skills assessment, career guidance, mobility, outplacement, career change, career management, and psychosocial risk prevention). It helps guide individuals in building career plans that reflect their key interests and motivations. Which Career For Me has been continuously evolved to help each person understand, clearly and structurally, what motivates or demotivates them at work. It helps them discover the jobs, activities, tasks, and professional environments that best suit them, increasing their chances of thriving and succeeding. 

What Is Assessed? 

Two complementary questionnaires, completed in 15 minutes, measure: 

• Professional interests (“what the person is interested in”) across 8 domains and 40 subdomains relevant to current jobs, regardless of current skills- useful for those considering a career change. 
• Concrete professional interests (“what the person feels capable of doing”). 
• Key motivations and the person’s satisfaction level regarding their job, work activities, company, and life values. 

Key Features of This Interactive Tool 

• Positioning the individual using a database of over 2,000 coded jobs across 60 motivational criteria, regularly updated to include emerging roles. 
• Each job is linked to an explanatory sheet and videos. Each job is defined and linked to websites presenting the role. Video descriptions include interviews or testimonials from professionals answering questions like: 
  • “Describe your job in a few words.” 
  • “Tell me about a typical day or week.” 
  • “Why did you choose this profession?” 
  • “What energizes you most during your workday?” 
  • “What skills are useful for this job?” 
  • “How do you see your professional future?” 
• An interactive job database with filter options (by industry, education level, interest domains, motivations) to help individuals choose jobs based on what they want to do, while considering their ideal work environment. 
• Career path simulation through an in-depth interactive study of the match between the person’s profile and target job profiles. 

Real-World Benefits 

Taking into account motivation, motivational satisfaction, and professional interests offers many advantages, as demonstrated by: Laurent Lopez, Head of Strategy and Mobility Programs, and Isabelle Lopez, Project Manager for Strategy and Mobility Programs at AXA France, who use Which Career For Me: Professional to support employee career development. Thierry Dupont, The Certified Coach and Management Consultant Professionalization and Partnership Ecosystems Manager at IAAC who uses Which Career For Me: Student to support talent orientation choices. Stéphanie Beldjilali, Manager of the ATOUT PLUS Groupe who use Which Career For Me: Professional to assess talent skills and support career mobility.

Career guidance is an important subject for more than 9 out of 10 young people but it causes stress for 69% of them - according to the study "Young people and guidance" conducted with Jexplore and Opinion Way  

While young people use a variety of resources to find out about their career path (websites on jobs and training, information brochures, social networks and streaming platforms dedicated to career guidance, internship search platforms, exchange platforms and immersive experiences in companies with virtual reality), 54% nevertheless regret their career choices. How can we provide better support for young people in their career choices?  

Career guidance for young people: a real challenge

Young people are now being asked to take responsibility for planning and controlling their own careers before they even start their studies or work. However, the accelerated digitalization of today's world and its environmental issues place them in front of three challenges: 

• Dealing with the obsolescence of skills: To counter the obsolescence of skills, it is necessary to help young people to value their soft skills, which are more durable over time, rather than their hard skills that can become obsolete after a few years (on average after 2.5 years) or even be replaced by technology, AI (Artificial Intelligence). 
• Preparing for today's uncertain world of work: Helping to guide young people in world of transformation and uncertainty. Some economic experts now see that we have moved from a VUCA framework (Volatile, Uncertain, Complex and Ambiguous) to BANI (Brittle, Anxiety-provoking, Non-linear and Incomprehensible) world.  
• Finding a job that interests and motivates them: Help young people identify the skills they need to do a job they are passionate about, in which they can fully develop and develop their skills. 

Which Career For Me: Student, an online career planning support method for young people aged 16 to 25 

The Which Career For Me: Student program, designed by Yves Duron and Zwi Segal, perfectly meets these challenges, and is fully in line with the needs of Generation Z who want to take charge of their own career and find meaning in the professional world. To achieve this, it requires a better knowledge of oneself and one's motivations.  

Aimed at guidance counsellors, coaches and career professionals (in school, college or university), Which Career For Me: Student allows them to help young people aged 16 to 25 to learn more about themselves and make the right career choices.

A valuable help in reflection 

Which Career For Me: Student helps young people with three areas of career planning: 

• Discover their professional interests, key motivations and strengths (soft skills). 
• Understand the job market and explore the types of trades and sectors of activity. 
• Validate their ideal job and find the right training.  

5 additional questionnaires measure:  

• Professional interests (among 8 fields and 40 professional sub-fields adapted to current professions) 
• The key drivers of motivation according to the job, work activities, colleagues, the direct manager, the company and in life in general 
• Strengths 
• Mindset 
• Skills of the future.   

They thus provide information on the sources of motivation and demotivation of the young people supported their professional interests, strengths and mindset. The result is a list of jobs and business styles that are in line with the motivational profile of the young person. Professions corresponding to their profile, based on a database of 2,000 professions codified on motivational criteria updated daily and including emerging professions as well, while accompanying videos explain each result. Young people also have access to online and collaborative exercises to help them in their thinking.

A useful programme for youth guidance professionals 

Many professionals who have already used Which Career For Me: Student to help young people build and validate their professional project, testify to its usefulness.  

Nathalie Cavagna - Occupational Psychologist, Consultant at APEC (French Association for the Employment of Executives) and founder of Nathalie Cavagna Conseil highlights an important point by stressing that "most of the young people I see do not know where to go and know more how to express 'what they don't want' than 'what they want'. Often, they only have a vague idea of direction, they may think of a training course rather than of a "profession". Which Career For Me: Student is particularly relevant in addressing this issue due to its approach based on interests, motivations and skills.”  

Thibaut Delacour - Independent Practitioner and Founder of facilitandi adds that "Which Career For Me: Student allows each young person supported to focus on what interests and what motivates them. It helps them to project themselves concretely, this is supported by a database of professions and resources that are directly accessible.”  

Marc Heim - Trainer, ESCCI (Ecole Supérieure de la CCI Portes de Normandie) adds by saying that "Which Career For Me: Student allows us to offer a support framework and offers answers and concrete steps with the help of the summary report, which is well presented and accessible to all."  

Finally, for Thierry Dupont - Certified Coach and Management Consultant, Professionalization and Partnership Ecosystems, IAAC, "Which Career For Me: Student has the advantage of being able to provide à la carte support, both on a collective and individual basis". 

Nearly one in three employees work in the public sector in Scandinavia, one in five in France, and around 15% in the United States and the United Kingdom (OECD). All employees, permanent and contractual, hold a position within the civil service of the State, a local authority, or public health establishments. The civil service plays an essential role in the proper functioning of the country and in meeting the needs of citizens. To maintain an efficient and high-quality public service, it is essential to recruit and retain competent and motivated civil servants. In this context, the importance of soft skills and the use of psychometric tests for the recruitment and mobility of agents are major issues, as evidenced by Jérôme Iborra and Sybille Michelet Zumtangwald, with their experience in the sector as HR consultants at Pearson TalentLens. 

The evolution of the public sector

Recent changes

Jérôme Iborra has been working in the French state civil service sector for 10 years and observes that "some administrations are having difficulty filling vacant positions". He emphasizes the importance of a fast and reliable selection process to keep candidates interested. Sybille Michelet Zumtangwald has been working for five years in the French local civil service sector and notes a significant evolution in the support of agents. "HR teams are integrating more and more tools to save time and optimize their processes."

Current challenges

The main challenges faced by HR professionals in the public service for Sybille are to "find candidates and retain them in their regions once selected". Jérôme adds that "the sustainability of candidates in the job is also a major challenge. The less advantageous salary scale than in the private sector and the lack of recognition are obstacles to the attractiveness of the public sector, which is nevertheless sought after for job security but also for the opportunities for professional development and change of activity that it offers."

The Importance of Soft Skills in the Public Service

Key soft skills

Communication, teamwork, problem solving, adaptability, stress management, creativity, initiative, ethics and integrity, soft skills have become essential in the public service. These behavioral skills allow officers to better interact with citizens and adapt to changing challenges in the sector.

The impact of the lack of soft skills

The lack of soft skills can significantly influence the quality of public services. Communication difficulties or insufficient collaboration between agents can affect the service provided to the public. Similarly, failure to consider problem-solving and critical thinking skills can complicate decision-making and impact productivity. An unfavourable working environment can also contribute to stress and burnout, which can result in a higher rate of absenteeism and higher turnover.

The use of psychometric tests

For recruitment

Jérôme recalls that in France "the selection processes are governed by ministerial decrees" and specifies that psychometric tests are particularly used for recruitment of professions related to the carrying of weapons. Sybille nevertheless recommends the PfPI Personality at Work Inventory or the SOSIE 2nd Generation personality and value inventory "to evaluate agents of all categories", as well as the DAT™ Next Generation battery of intellectual skills  "to select verbal, numerical and spatial tests according to the job profile".

For mobility and career development

To support mobility and promote career development, Sybille recommends the Which Career For Me: Professional tool which measures the motivations, motivational satisfaction and professional interests of agents. "It makes it possible to make agents actors in their professional project and to co-construct action plans with them. Which Career For Me: Professional can be used to support the mobility of agents, whether voluntary or imposed (redeployment for unfitness for the job), internally or externally, or even to the private sector. Also, internally, at the time of professional interviews to refine an agent's professional choices." "Many career mobility advisors are very satisfied with the Which Career For Me: Professional solution," says Jérôme. It has also been adapted in France to the civil service by integrating the "category" criterion and the common directory of the three public services proposed by the General Directorate of Administration and the Civil Service (DGAFP) in 2024. 

"The PfPI and TD-12 personality inventories are also used jointly by a French administration's high potentials department to carry out assessments and propose personal development plans," adds Jérôme. 

Finally, "the 360° feedback method with the Talent Zoom questionnaire is an effective solution for the development of managerial skills," he adds

Integrating the assessment of soft skills, motivations and professional interests by integrating psychometric tests into the recruitment and career management processes of civil servants contributes to strengthening the quality of public service and citizen satisfaction.

A Pearson study analyzed labour market trends in four major economies: the United States, the United Kingdom, Australia and Canada. It found that while technical skills and expertise remain highly valued, the five most sought-after skills (now and in the short-term future) are all human skills. Otherwise known as "transversal skills", "behavioural and relational skills" or "soft skills", human skills are essential for success in the world of work. Unlike technical or business-specific skills ("hard skills"), they are transferable between different fields of activity and professions. Described as "Power skills", human skills are increasingly valued by employers.  

What does "Power Skills" mean?

"Power Skills" refers to interpersonal and behavioural skills that have a significant impact on professional and personal performance. These skills are called "power" because they increase a person's ability to succeed in a variety of contexts, independent of job-specific technical skills. They are easily transferable from one position, one sector of activity, from one work environment to another. They are durable: they remain relevant over time, unlike technical skills that quickly become obsolete.

What are the 5 Power Skills to have in 2025?

The Pearson study highlights the five Power Skills that are most sought after by employers today:

• Communication: The ability to express thoughts and ideas clearly, and to listen to, understand, and respond to others' ideas.
• Customer Service: The provision of service to customers before, during, and after a purchase.
• Leadership: The ability of an individual, group or organisation to "lead", influence or guide other individuals, teams, or entire organisations. 
• Attention to detail: The ability to be precise and accurate in tasks, taking care to notice small details and ensuring that all aspects of a project are completed accurately.
• Collaboration: The ability to develop constructive and cooperative working relationships with others.

The 5 Power Skills to invest in development 

The Pearson study highlights the five Power Skills that are projected to be most in-demand by 2026 and in need of greatest improvement and investment:

• Collaboration: The ability to develop constructive and cooperative working relationships with others.
• Customer Focus: Actively look for ways to assist customers and clients. 
• Personal Learning and Mastery: The ability to acquire knowledge or skills through one’s study or experience.
• Achievement Focus: The ability to take on responsibilities and challenges with little or no supervision, develop one’s own way of doing things, and depend on oneself to get things done.
• Cultural and Social Intelligence: Have awareness and understanding of other’s reactions.

How to evaluate these Power Skills? 

The evaluation of these Power Skills can be done using reliable psychometric tests, designed according to rigorous scientific standards:

• Personality inventories: To assess communication, collaboration and interpersonal skills. They measure different personality traits, i.e. behavioural and interpersonal tendencies, which are grouped around several axes: relationships with others (leadership, sociability, cooperation, empathy, etc.), emotional management (resistance to stress, flexibility/adaptability, etc.), approach to work (reliability, attention to detail, respect for rules, perseverance, initiative, etc.) and way of thinking (innovation,  analytical reasoning, independence, etc.).
• Cognitive Ability Tests: To assess their intellectual potential, learning and adaptation abilities, data analysis skills, grasp of new concepts, reasoning, and problem-solving skills in search of innovative solutions. 
• Critical Thinking Assessment Tests: To measure ability to step back, identify and analyze problems, and seek and evaluate information to draw relevant and logical conclusions, making better decisions.  

As the Pearson study points out, technical skills are required in many jobs. However, with the pace at which technology is evolving, they quickly become obsolete, asking workers to constantly train themselves to master them. At the same time, many sectors are facing a shortage of employees with human skills in communication and collaboration.  A strong foundation of human skills is essential for success for employers and employees now and in the future. Recently, at the round table "Reskilling for the Intelligence Age" at the annual meeting of the World Economic Forum in Davos, international leaders including Omar Abbosh, CEO of Pearson, emphasized the importance of Human Skills such as leadership skills, empathy, agility, creativity and critical thinking to evolve alongside machines and algorithms. It is therefore essential to invest in the assessment and development of human skills and our psychometric tests are useful for this.

The increasing integration of artificial intelligence (AI) and automation across many industries is transforming the way we work. However, despite technological advances, some Human Skills remain irreplaceable and continue to play an important role. The World Economic Forum's (WEF) Future of Jobs Report 2025 does not fail to point out that today, "47% of job tasks are performed primarily by humans, 22% primarily by technology (machines and algorithms) and 30% by a combination of both." Let's first define the notion of "human skills". Then, let's review the human skills that are essential for work and increasingly coveted by recruiters.

What do we mean by "Human Skills"?

Human Skills, otherwise known as "transversal skills", "behavioural and relational skills" or "soft skills", are personal and interpersonal qualities that influence the way a person interacts with others and adapts to their environment. They encompass everything related to our adaptability, our communications, our decision-making, our creativity and our management of emotions. These "interpersonal skills", as opposed to "know-how" skills, also known as "technical skills" or "hard skills", far from being innate, are cultivated and acquired throughout life. They contribute to our personal and professional development.

Essential Human Skills in the age of AI and automation

In the context of the rise of AI and automation, certain human skills are proving to be particularly useful at work. Here are the reasons:

1. Critical Thinking and Complex Problem Solving: Machines and algorithms can process large amounts of data and perform repetitive tasks, being able to analyze complex situations and question themselves remains an essential human skill. Critical thinking, defined by the ability to approach a situation in a factual and rational way and to consider it from multiple angles while separating facts from opinions, prejudices and intuitions to gain discernment, objectivity and efficiency in our decision-making; brings real added value. It allows you to ask the right questions, evaluate different perspectives and solve problems in innovative ways. 
2. Emotional Intelligence: Being able to understand and manage one's own emotions, as well as those of others, helps facilitate interactions and build strong relationships. Skills in communication, empathy, relationship management are valuable assets in many fields such as services, management or human resources. Emotional intelligence plays a big role socially and allows us to make decisions that consider human feelings and motivations. 
3. Creativity and Innovation: AI can generate ideas based on existing data. Creative and innovative ideas, on the other hand, come from human ingenuity. The ability to think outside the box and propose new solutions is at the root of innovative projects and the design of disruptive products and services.
4. Adaptability and Flexibility: Technological advances are transforming the work environment. The ability to continually adapt to change, learn new skills and evolve as needed is a great advantage.
5. Interpersonal skills and collaboration: Working effectively in a team, communicating clearly, resolving conflicts, and collaborating intelligently with others encourages good cooperation. This collective human dynamic is at the origin of harmonious and productive interactions.
6. Ethics and Judgment: Ethical decisions and moral judgments require a deep and nuanced understanding of social and cultural contexts, as well as careful thinking about impacts and consequences. Humans are needed to ensure that technologies are used responsibly, also to interpret all data, take into account all parameters and make decisions that respect societal values and norms. 
7. Leadership and Influence: Machines cannot replicate the leadership skills needed to motivate, inspire, and guide teams toward common goals. To lead or manage effectively and carry out projects, charisma, the ability to influence and mobilize others are great human qualities.

Although AI and automation continue to advance, transforming the job market, and bringing significant benefits in terms of efficiency and productivity; human skills such as critical thinking, emotional intelligence, creativity, adaptability, ethics, leadership, and collaboration remain indispensable. They make the difference by complementing the contributions of advanced technologies. Often more subjective and less tangible than technical skills, it is very important to be able to evaluate them. Our psychometric tests (personality inventories, intellectual ability and critical thinking assessment tests, motivational and professional interest questionnaires, 360° questionnaires) allow you to do this objectively and with great precision.

Faced with today's recruitment challenges in the public sector - be they budgetary constraints, complex administrative processes or a perceived lack of attractiveness - HR professionals need to adopt innovative strategies. Discover below some practical solutions for modernising and optimising these practices, based on five key strategic areas. By discovering these methods, HR managers will not only be able to respond more effectively to the needs of their organisation, but also attract and retain the right talent for the public service.

At a time when human skills are playing an increasingly decisive role, the importance of soft skills in public sector recruitment is becoming clear. When recruitment processes are often longer and career prospects are limited, interpersonal skills such as communication, empathy and critical thinking are becoming essential assets in guaranteeing a high-quality public service. Discover the infographic below to find out how these soft skills can transform recruitment practices and help overcome today's challenges, particularly through the use of psychometric tests.

Public sector entities aim to benefit all by ensuring the well-being and satisfaction of the population's needs. Unlike private enterprises, they do not seek profit but prioritize the efficiency and quality of their services. As highlighted by Fiona Ryland, Government Chief People Officer (UK) '[The Civil Service's] values of honesty, integrity, impartiality and objectivity are the bedrock of its success - as is its commitment to always aiming higher...We must therefore go further to realize a Civil Service that is more efficient and effective in delivering vital public services, and more skilled, resilient and responsive in the face of a rapidly changing world.' Soft skills have become essential in public sector hiring processes. Complementing hard skills (technical abilities), these behavioral, interpersonal, and relational skills—often referred to as soft skills—are now highly sought after by public sector employers. These skills enhance the agility and performance of public administrations and services.

Key Soft Skills in the Public Sector

Here are the crucial soft skills needed for working in the public sector:

• Communication: The ability to express oneself clearly, both verbally and in writing, actively listen, and tailor messages to different audiences.
  
• Teamwork: Effectively collaborating toward common goals, sharing information, offering support, and avoiding conflict.
  
• Problem-Solving: Identifying problems, analyzing their causes, and proposing solutions while adhering to procedures (regulations, laws, hierarchical levels, and necessary documentation).
  
• Adaptability: Adjusting work methods and processes in response to new managerial practices, directives, or regulations.
  
• Stress Management: Staying calm under pressure, managing time and emotions, and maintaining mental health.
  
• Creativity: Demonstrating originality and inventiveness, even within a structured and regulated work environment.
  
• Initiative: Taking the lead, assuming responsibilities, and proposing projects.
  
• Ethics and Integrity: Upholding the rules and values of public service, acting with impartiality and transparency within the hierarchical framework typical of the sector.

Common Issues Arising from a Lack of Soft Skills in the Public Sector

The absence of soft skills in the public sector can significantly impact the quality of services offered to citizens, the efficiency of administrations, and the well-being of employees.

• Impact on Public Service Quality: Poor communication, a lack of understanding of user needs, and ineffective collaboration among staff can degrade the quality of services provided, leading to frustration, dissatisfaction, and complaints.
• Impact on Administrative Efficiency and Performance: Conflicts between staff, inadequate problem-solving abilities, and a lack of critical thinking can lead to poor decision-making and reduced productivity. Insufficient adaptability, creativity, and collaboration can stifle innovation, limit the administration's ability to address new challenges, and hinder their response to evolving citizen expectations.
• Impact on Employee Morale and Well-being: A negative work environment, marked by conflicts, poor communication, lack of recognition, feedback, and career development prospects, can cause stress, anxiety, and burnout among employees. This leads to higher absenteeism and turnover rates, weakening the expertise and continuity of public service.

Strategies for Assessing and Developing Public Sector Employees' Soft Skills

Incorporating soft skills into the recruitment, mobility, evaluation, and skill assessment processes of public sector employees is crucial.

Using Psychometric Tests for Objective and Standardized Soft Skill Assessment:

• Personality Inventories: These assess the behavioral tendencies and interpersonal characteristics of employees.
  
• Cognitive Ability Tests: These measure verbal, numerical, and spatial skills, problem-solving abilities, critical thinking, and learning potential.
  
• Motivation and Interest Questionnaires: These are useful for skill development and exploring new career paths.

Developing Soft Skills through:

• Specific Training and Workshops: Focused on the soft skills in demand within the public sector.
  
• Coaching: To identify strengths and areas for improvement, set goals for developing lacking soft skills, and create a personalized action plan.
• Mentoring: To facilitate experience-sharing and learning between seasoned and novice employees.

By valuing, assessing, and continuously developing the soft skills of its employees, the public sector can enhance its overall performance, boost public satisfaction, and contribute to a more modern, effective public service that meets the needs of the populations it serves.

The manufacturing industry is going through a period of transformation marked by a growing skills shortage and an urgent need to attract and retain skilled talent. The sector faces a number of challenges, including high staff turnover, under-representation of women and an ageing workforce. By optimising recruitment and skills development processes, it is possible not only to improve employee retention, but also to encourage innovation.

The insurance sector is facing major HR challenges, compounded by an ageing workforce and a perceived outdated image. With 400,000 professionals nearing retirement, attracting and retaining new talent is essential. Yet only 4% of Millennials are considering a career in the sector, exacerbating the skills shortage. To remain competitive, companies need to modernise their image, promote innovation and offer attractive benefits, while using tools such as psychometric testing to optimise their recruitment process.

The banking and finance sector is facing significant HR challenges due to the rapid evolution of the industry and the increasing adoption of AI. By 2024, 87% of banking executives expect major change, but more than half don't feel prepared for it. Furthermore, 65% of financial services employees believe their business will not survive a decade on its current trajectory. An HR approach focused on skills such as critical thinking and an agile organisational structure are essential to attract, recruit and retain the talent needed to adapt and grow in this changing sector.