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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.

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.

In the legal profession, where education, technical skills (hard skills), and experience are equal, what sets apart a good lawyer, paralegal, or other legal professional are their soft skills: behavioral, cognitive, and emotional competencies. A survey conducted by the legal profession community, Village de la Justice, among professionals in the sector (law firms, legal departments, recruitment agencies) revealed that soft skills are as important as hard skills. Let’s review the soft skills that are useful in the legal sector.

Soft Skills Specific to the Legal Profession 

Here are the essential soft skills needed to work in the legal sector:

1. Excellent Communication Skills: 
Both oral and written communication are crucial for drafting precise legal documents, explaining complex legal concepts clearly and concisely, and defending arguments convincingly.

2. Analytical and Critical Thinking: 
Conducting thorough research, analyzing and breaking down information from various sources to examine, verify, and identify key points relevant to cases.

3. Problem-Solving: 
Quickly identifying problems and proposing innovative and practical strategies.

4. Emotional Intelligence and Empathy: 
Understanding clients' needs and feelings and providing appropriate support.

5. Ethics and Integrity: 
Adhering to strict ethical standards, showing integrity in all actions, being honest, trustworthy, and fair in relationships.

6. Time Management and Organization: 
Prioritizing tasks and managing a heavy workload efficiently within tight deadlines.

7. Stress Management: 
Handling stress and maintaining high performance in tense situations and under pressure.

8. Teamwork and Collaboration: 
Effectively collaborating with colleagues, clients, witnesses, and other stakeholders. Good interpersonal skills facilitate interactions, build relationships, and promote cooperation.

9. Adaptability and Flexibility: 
Adjusting to new laws, regulations, and jurisprudence. Being flexible and adapting to different client styles in any situation.

10. Negotiation Skills: 
Listening, observing, persuading, controlling emotions, speaking effectively, and being responsive during negotiations.

Examples of Cases Where Soft Skills Were Crucial 

1. O.J. Simpson Trial (1995): 
O.J. Simpson's defense team excelled in communication, presenting a compelling narrative and supporting it with precise facts. The lawyers used critical thinking to analyze evidence and highlight errors and inconsistencies in police methods. Creativity and flexibility were essential to overcome legal challenges, and both empathy and media pressure played significant roles.

2. Nuremberg Trials (1945-1946): 
Prosecutors presented clear and convincing evidence of atrocities committed by Nazi leaders. They demonstrated critical thinking by meticulously examining documents and testimonies to build strong arguments. Innovative solutions were needed for legal and logistical challenges, and empathy towards victims was crucial.

3. Charlie Hebdo Attacks Trial (2020): 
Lawyers managed intense emotions and high tensions during the trial of the alleged accomplices of the terrorists responsible for the Charlie Hebdo attacks. Flexibility and adaptability were required due to COVID-19-related interruptions, necessitating constant adjustments in judicial procedures.

Tools for Assessing Soft Skills in Legal Professionals 

1. Personality Inventories: 
These tools assess personality traits, including interpersonal characteristics (leadership, sociability, cooperation, empathy), emotional management (stress resistance, flexibility/adaptability), work approach (reliability, detail orientation, regulation compliance, effort/persistence, initiative), and thinking style (innovation, analytical reasoning, independence).

2. Cognitive Ability Tests: 
These measure verbal, numerical, and spatial skills, as well as the ability to solve complex problems and learn easily. The WATSON-GLASER™ III is notably used by law firms to assess critical thinking, essential for verifying the truthfulness of obtained information.

Soft skills differentiate and enhance the profiles of legal professionals. Continuously evaluating and developing soft skills is necessary for predicting and encouraging performance and contributing to both professional and personal fulfillment in the legal sector. 

In the banking and finance sector, talent management plays a crucial role in maintaining competitiveness and innovation, and responding to shifts in the market. Here are 10 key points to ensure the long-term success of your talent in this field, from assessing skills (such as critical thinking, a crucial soft skill in banking) to well-being at work.

Estelle Calestroupat, Work Psychologist and Key Account Consultant at Pearson TalentLens, and Anna Ballerand, HR Manager of Pearson France, share a common background: experience in the Tech & IT sector. They have agreed to share their experiences regarding the specific HR challenges in this field.

A Dynamic Sector in Full Expansion

Estelle Calestroupat and Anna Ballerand agree that the Tech & IT sector is highly dynamic and constantly evolving. While this trend isn't new, it has accelerated significantly in recent years. "Technological innovations are constant. New products, services, and solutions emerge continuously to meet the changing needs of users," notes Anna Ballerand. The attraction to this sector is undeniable. "It no longer appears reserved only for a few experts. The new generations are comfortable with technology and digital tools; it's part of their daily lives, which draws them to work in this field," adds Estelle Calestroupat.

HR Challenges in the Tech-IT Sector:

• Talent shortage and volatility: The Tech-IT sector is not immune, like many other sectors, to candidate shortages. "The demand for qualified IT professionals often exceeds the available supply, making talent acquisition and retention highly competitive," says Anna Ballerand. Estelle Calestroupat agrees, confirming that "although the number of candidates is growing, recruitment needs are increasing even faster." She warns that "companies in the sector must rethink their approach to recruitment, management, and employee training. Those who succeed will have a real competitive advantage."
• Skills obsolescence: The rapid evolution of new technologies requires continuous training. Anna Ballerand emphasizes that "keeping staff skills up-to-date can be a challenge for HR in terms of continuous training and professional development."
• Need for inclusion: The Tech-IT sector faces challenges regarding inclusion. "Companies need to implement strategies to encourage variety in their teams and address underrepresentation of women and minorities," suggests Anna Ballerand.
  

The Increasing Use of Psychometric Tests to Assess Skills

The skills sought in the Tech-IT sector are varied and necessarily depend on the context, the company, and the position. "All these elements require, as with every recruitment process, an analysis of expectations," recalls Estelle Calestroupat before specifying that "generally, there will be expectations in terms of technical skills/knowledge (or at least an inclination towards new technologies), adaptability/learning ability, analytical skills, and transversal skills (such as organization, rigor, teamwork, communication, etc.)."

To assess these skills, HR professionals can rely on personality and value inventories, tests of intellectual aptitudes, and tests of critical thinking. "Psychometric tests allow either the evaluation of a candidate's strengths and areas for development in relation to the expectations of a position, as in the case of an assessment during recruitment, or to accompany an employee in becoming aware of their comfort zones and areas for improvement (self-awareness, understanding of their functioning) in a developmental logic," says Estelle Calestroupat.

Their advantages are numerous, adds Anna Ballerand:

• Finer selection of candidates: Evaluating candidates' cognitive abilities, personality traits, and behavioral skills helps select individuals most suited to the position and the company's culture.
• Prediction of job performance: Identifying candidates' strengths and weaknesses enables recruiters to predict their performance and make more informed hiring decisions.
• Reduction in staff turnover: Matching employees' skills and personality with the job and company requirements reduces turnover rates.
• Professional development: Understanding employees' development needs leads to personalized development plans that promote talent retention.
• Improvement of employee engagement: Recruiting individuals whose values and personality are compatible strengthens team cohesion and fulfillment in a positive and productive work environment.

Estelle Calestroupat has worked in the IT and new technologies sector for over 10 years. Initially, she worked internally at a digital services company in project management (defining competency frameworks and building evaluation processes), training for recruiters and recruiter managers, and operational recruitment (recruitment and internal mobility) for manager, sales, and bid manager profiles. She then collaborated with a headhunting firm specializing in the digital sector, again focusing on sales, bid managers, project managers, and managers.

Anna Ballerand spent 5 years at Cisco, a globally renowned IT company, responsible for recruitment and employee and manager training support, implementing social benefits, conducting professional interviews, and promoting campaigns such as Great Place To Work®.

Possessing critical thinking skills is sought after and highly valued in the banking sector to adapt to changes, make decisions, address issues, and propose solutions.

Banking: A Sector Undergoing Rapid Transformation

In the banking sector, customer expectations are evolving rapidly: They demand user-friendly and intuitive interfaces for their online and mobile banking transactions, as well as a smooth and transparent experience across all communication channels with their bank. They are very open to adopting new technologies such as blockchain, artificial intelligence, and chatbots to facilitate their operations. They also expect efficient and responsive financial services tailored to their needs and preferences. Finally, they attach great importance to the protection and confidentiality of their personal data against fraud and cyber-attacks.

To meet these requirements, employees in the banking sector must master technical skills related to online banking operations, data management, cybersecurity, and the use of new technologies. Additionally, they increasingly require behavioral skills in:

• Communication to effectively interact with clients and respond to their needs clearly and concisely in person, by phone, email, or chat. 
• Negotiation to reach agreements, resolve conflicts, and achieve favorable conditions for both the bank and clients.
• Critical thinking to analyze complex situations, identify problems, and find solutions.
• Attention to detail as precision and thoroughness are essential for managing financial transactions and ensuring compliance with regulations.
• Adaptability and time management to quickly adapt to new technologies, processes, products, and services, and juggle multiple tasks while meeting deadlines. 

The banking sector employs many people but experiences high attrition and turnover rates. To remain competitive in a market marked by uncertain economic and geopolitical conditions, increased technological disruption, fierce competition between traditional banks and new, more innovative and agile players, banks must compete to attract and retain top talent. They must evolve their talent acquisition processes to improve efficiency and speed, and focus on assessing these skills, particularly critical thinking.

Critical Thinking: A Highly Coveted Power Skill in the Banking Sector 

According to a global study by PwC, while digital skills are considered important by 70%, 77% recognize that critical thinking skills, such as emotional intelligence and judgment, are crucial in banking professions. Isabelle Jenkins, Head of Financial Services at PwC UK, adds: "Being adaptable, collaborative, and demonstrating critical thinking skills is important. If we truly want to leverage technological advances, we will need the right people with the appropriate skills so that we can truly solve problems, drive productivity, and create growth. Investment in technology is essential to achieve all these goals. But it must be guided by human ingenuity, expertise, and understanding."

Carole Fortier Bidan, Senior Product Developer at Pearson TalentLens, and Christelle Cadoret, Psychologist and HR consultant, authors of the book "Embracing Change and Making Informed Decisions - Critical Thinking & Adaptability" (Pearson, Human Skills collection), define critical thinking as a mindset aimed at logically analyzing situations for a specific purpose, such as problem-solving, explaining a viewpoint, interpreting, or justifying a decision. It involves searching for facts, evidence, understanding and analyzing different perspectives, and personal qualities such as listening, humility, curiosity, open-mindedness, and taking a step back. It requires self-awareness regarding one's own biases, beliefs, stereotypes, and cognitive biases to limit their impact on decision-making and positioning. It is practiced through constructive effort that involves and promotes a collaborative spirit in the service of collective intelligence.

It is qualified as a power skill because reasoning and decision-making are the least automated tasks in the workplace. 

Providing the Means to Assess Critical Thinking 

Laure Bogeat, current Director of HR Development and former Head of Recruitment, Career, and Employment Services at BPCE Infogérance et Technologies, the IT GIE of the BPCE group, the second largest French banking group, testifies to the importance of critical thinking in the banking sector: "Our environment is complex, systemic, and evolving rapidly. In the context of recruitment challenges, it is a tight market at the heart of new technologies and the digital transformation of the group, we wanted in our recruitment processes to ensure a level of analysis, an understanding of our challenges, and intellectual flexibility allowing our new recruits to thrive in our structure. The Watson-Glaser™ III Critical Thinking Assessment naturally emerged. It informs us of the intellectual approach of the candidate to solve a problem and make a decision, but also on the understanding of their environment, their interpretation of factual data, and synthesis capacity, all relevant elements in our selection criteria."

Critical thinking skills are crucial within the banking sector and the ability of HR professionals to assess this ability can make a difference to the long-term talent acquisition process. Helping to identify and develop new candidates into roles and spot potential high-performers for training and leadership roles in the future.

Overall, exercising critical thinking ability has a crucial role in the banking sector for making informed decisions, identifying and evaluating potential risks in financial operations, proposing creative and innovative solutions to clients, in compliance with established regulations and standards, and with a focus on confidentiality and data protection. It is an essential skill to assess and develop in candidates and existing employees.

Artificial intelligence, automation, cloud computing, blockchain... companies in the Tech and IT sector are constantly seeking new ways to improve and push the boundaries of existing technology. To remain competitive, they must be agile and source talent with specific skills. What are these skills? How can organizations attract, recruit, and retain talents in this rapidly changing sector?

Essential Skills for Success in the Tech and IT Sector

The sought-after skills include:

• Programming skills: knowing how to code in multiple programming languages.
• Knowledge of emerging technologies: staying updated with the latest technologies.
• Data analysis skills: data manipulation, statistical analysis, data visualization, and predictive modeling given the increasing amount of generated data.
• Cybersecurity skills: risk management, intrusion detection, data protection, and incident response to protect systems and data considering rising cyber threats.
• Project management skills: planning, execution, control, and communication to ensure the successful delivery of technological solutions.
• Critical thinking and problem-solving: being able to analyze complex problems, propose innovative solutions, and make informed decisions.
• Communication skills: effectively communicating with technical and non-technical colleagues and clients to collaborate effectively and ensure understanding of technological requirements and solutions.
• Agility and adaptability: being able to quickly adapt to technological changes and new challenges in a constantly evolving environment.

Recruiters in this sector now attach as much importance to soft skills (behavioral skills) as they do to hard skills (technical skills). According to a Deloitte study, leadership skills (54%), problem-solving and decision-making (47%), interpersonal skills (44%), creative and innovative thinking (41%) precede data analysis (40%) as the top essential skills in Tech-IT professions for the years to come.

Tips for Recruiting Talent in the Tech and IT Sector

• Specify the required skills (hard skills and soft skills) in the job description.
• Communicate your employer brand, company culture, and the benefits offered as part of the position. Tech and IT profiles are attracted not only by attractive compensation but especially by good working conditions.
• In addition to job sites and social networks, take an interest in dedicated forums, Tech events, hackathons, establish partnerships with training institutions and schools, consider co-option in this highly community-based field.
• Test candidates to identify their skills and use digital tools (remote testing and interviews) that reflect the innovative technological environment of the employer.

Strategies for Evaluating Required Soft Skills

There are various methods:

• Problem-solving scenarios to observe how a problem is approached, available options analyzed, and solutions proposed.
• Technical case studies (challenges encountered during software development, implementation of IT infrastructure solutions, or data security management) to assess the ability to quickly understand technical issues and propose effective solutions.
• Coding and programming tests, to measure a candidate's ability to solve problems logically and effectively, their ability to learn new programming languages, or adapt to specific development environments.
• Psychometric tests evaluating critical thinking, cognitive abilities, or intellectual aptitudes to assess candidates' learning and adaptation potential, their problem-solving abilities. Personality inventories will provide insights into their communication skills.

Tips for Retaining Tech-IT Talents

• Offer continuous training programs 

According to Sacha Kalusevic, Director of Michael Page Technology, "There should be more continuous training to support employee progression. To attract more IT candidates, companies could highlight the skills that their future recruits will develop in the projects they will undertake and offer them a training program to update or develop certain technical skills." 

• Encourage self-learning and career development 

Tech profiles, accustomed to self-learning, want to enhance their skills to stay aligned with market needs and those of their employers. It is essential to support this and support their career development. 

• Create a stimulating work environment 

It is essential to offer flexible/hybrid work environments (telecommuting, flexible hours, flex office, four-day week) as well as meaningful work with missions, a vision, and clear objectives.

The profile of talent in the Tech and IT sector has evolved. Individuals are now recruited not only for their technical abilities but also for their behavioral skills; they are even considered a priority. Such skills should therefore be evaluated during the recruitment process and, also developed among existing employees.

Artificial intelligence is revolutionizing recruitment, offering many opportunities to help recruiters with their day-to-day tasks and make informed hiring decisions. However, it also presents challenges that are important for HR professionals to be aware of. In our factsheet below, explore the opportunities and challenges of integrating AI into the recruitment process, highlighting the need to strike a balance between automation and maintaining the human aspect, while ensuring the security of candidate data.

If artificial intelligence (AI) is already very present in our daily lives (GPS, playlists, targeted advertisements) and is gradually becoming more popular thanks to tools such as ChatGPT, the metaverse is still in its infancy. These new technologies, which have enormous potential for development, are gradually being integrated into companies for human resources management, and, in particular, recruitment. What are the possibilities offered by these new algorithms? Do they help to recruit better? If so, will they eventually replace recruiters? 

What do we mean by artificial intelligence (AI) and the metaverse?

These technologies, which are increasinly become part of everyday and work life, each have very distinct uses.

Artificial intelligence

Artificial intelligence is a set of technologies, computer programs capable of simulating human intelligence from data provided to it. ChatGPT, for example, is a chatbot tool that uses generative AI: it produces content from the information fed by users and must be constantly fed. This allows it to generate structured content that mimics dialogue. However, to obtain reliable results, it is essential to train the tool with precise queries and direct it towards the desired objectives to improve  reliability.

The metaverse

The metaverse (from the English metaverse), contraction of “meta universe”, literally means the universe beyond. More precisely, it is several digital universes which evolve in parallel, because, currently, it is not yet possible to communicate from one virtual world to another. This 3D universe is often a combination of two technologies: virtual reality and augmented reality. We enter the metaverse through specialized platforms, with a virtual reality or mixed reality headset, and, for more immersion, virtual reality glasses, shoes and/or haptic gloves. Users, via avatars created by themselves, can lead a virtual existence, buy a home, decorate it, meet their neighbors, etc.

Frequently used in video games, companies also use it for different purposes, in particular to innovate their recruitment practices.

What roles can AI and the metaverse play in recruitment?

Both artificial intelligence and the metaverse should be considered as tools that can be of benefit to organizations, in particular to meet recruitment objectives.

Facilitate sourcing

Searching for candidates on job platforms is very time-consuming for a recruitment manager. However, semantic analysis carried out via artificial intelligence greatly facilitates the selection of candidates and allows the recruiter to save significant time in sourcing. AI is one particularly effective sourcing tool in the event of large recruitment, since it is capable of quickly analyzing thousands of CVs. The broad field covered by AI allows you to detect applications containing the keywords present on the relevant job description and/or the job offer. Thanks to matching, sorting CVs is made easier and allows recruiters to easily build up a talent pool. Using the metaverse also saves time during the pre-selection stage, for example by eliminating the telephone interview. In addition, it is possible to organize group interviews or virtual job dating in certain hiring processes, provided that the candidates are equipped with a headset.

Automate time-consuming tasks

If sourcing is made easier, it is also thanks to the automation of time-consuming tasks, such as the distribution of offers on job sites, from the ATS (Applicant Tracking System, recruitment management tool, monitoring of candidates among other things). For companies that need to recruit many employees, AI algorithms have become essential to automate and personalize a response to receiving a CV or a spontaneous application, as well as an invitation to a job interview. This also allows the sending of personalized emails to each candidate and facilitates the monitoring of applications at each stage of recruitment.

Help with writing

More and more recruiters are using AI to write their job offers, personalize them by highlighting the company culture, as well as to describe the desired job profile and highlight the required skills. ChatGPT can thus increase the readability of advertisements and adapt their form to different social media, which also makes it possible to reach certain passive candidates. For their part, job seekers also use ChatGPT to write their cover letter.

Evaluate skills

Video games and virtual reality are part of the recruitment techniques used by HR managers to simulate situations allowing candidates to be evaluated on, for example certain personality traits. Behind an avatar, candidates would have more spontaneous reactions. Regarding skills assessment in general, recruitment professionals may well consider conducting interviews with candidates in the metaverse, which may or may not be a copy of the company's premises. This new technology makes it possible to organize scenarios that are difficult or impossible to implement in reality: diving into the heart of the ocean, flying in a helicopter, going into space, open-heart surgery, etc. It can be enriching to have applicants meet there to observe their reactions and identify the candidate who best fits the position to be filled.

Optimize the candidate experience

Some companies already offer virtual tours of their premises. An asset for optimizing the candidate experience. A total immersion visit allows a future employee or candidate to understand the company culture more precisely, and, facilitate onboarding. Regarding AI, chatbots, for example, also help improve this experience by responding to certain expectations of the candidate and the questions they may ask about the application procedure and the recruitment stages.

Promote the employer brand

As an indirect consequence, the use of virtual or augmented reality technologies makes it possible to attract profiles who may be reactive to these recruitment methods. Therefore, a start-up looking to recruit an IT expert has every interest in integrating this technology into its talent acquisition strategy. In addition, by communicating these new recruitment methods on professional social networks such as Linkedin, job sites such as APEC and other recruitment channels, the company enhances its attractiveness to potential candidates. In addition, the innovative nature of these technologies can encourage the best profiles to apply.

What are the opportunities and challenges of AI and the metaverse in recruitment?

AI and/or the metaverse represent strong added value for companies, and specifically in the field of recruitment. However, they still face some challenges, hence the importance of knowing these tools well.

Opportunities : 

• You save time! Some groups or multi-site companies use virtual reality to organize their work meetings. In the same spirit, the metaverse can serve as a means of recruiting a new employee internationally, thus saving travel and time.
• Parsing technologies (analysis of CVs in paper and digital format to integrate the information contained in recruitment software or ATS) and matching ( identification of skills, experience and qualifications which correspond to the profile sought for a position particular) also facilitate the work of a team of recruiters, by making it possible to select the candidate who best suits the position to be filled and therefore to recruit effectively.
• If the company wishes to recruit executives, managers or young graduates, it can quickly find employees who are immediately operational.
• AI makes it possible to automatically update content and data, which have a limited lifespan on the web.
• The metaverse makes it possible to simulate the working environment and technical constraints, to reduce certain risks. This represents a real asset for a recruitment manager, who is looking to reduce hiring errors and costs linked to poor recruitment.
• These new technologies have the advantage of allowing the recruiter to expand international recruitment, with distance or language no longer being obstacles.

THE challenges to overcome:

• AI presents a risk of standardizing profiles and recruiting clones: generative AI in fact learns from the data with which it is fed. If they look similar or a recruiter often enters the same keywords, atypical profiles risk being excluded from the results.
• The quality of the data provided, the lack of regularity in machine training, or even poor formulation of the query can lead to distorted results. Thus, it is often necessary to try several times to obtain a conclusive answer from ChatGPT. This is why it is essential that users are trained beforehand.
• Users may encounter security and personal data protection issues, as the GDPR does not apply in all countries outside Europe.

AI and metaverse: a solution to overcome recruitment difficulties?

In a tense job market, the company must stand out from its competitors to attract candidates and find concrete solutions to remedy its recruitment difficulties.

An innovative recruitment method

The use of these innovative technologies such as AI and the metaverse boosts the employer image and can attract new talents, provided it is not just an empty shell. This innovative recruitment approach optimizes the candidate experience (role playing, total immersion in virtual reality, new sensations, etc.) and can make it easier to target shortage profiles. In addition, used for a first interview, these technologies save time and prevent a prospective recruit from going to a competitor.

Expand the type of profile sought

Generative AI can propose candidates different from those usually sought, depending on the queries and keywords submitted to it. But it is still the human who provides the data and the recruiter who issues requests based on his recruitment objective, at a given time. The machine is a simple performer. However, AI is capable of proposing candidates that the recruiter would not have considered straight away and encouraging them to recruit atypical candidates. A person hiding behind a unicorn-shaped avatar can match 80% of the desired profile. The company has the possibility of then training it via the metaverse! It is also a way of limiting discrimination in hiring. In addition, thanks to matching, the AI can spontaneously draw from the pool of applications received, which it itself helped to create.

Impacts difficult to assess

The impact of artificial intelligence on recruitment as a whole remains difficult to measure. The time saving is undeniable in automating the sorting of applications and in matching them with the job profiles to be filled. Furthermore in terms of travel and the organization of interviews, and even in the implementation of the evaluation. However, all this requires engineering by recruitment specialists, as well as the definition of KPIs (Key Indicators Performance) to monitor and determine the return on investment (ROI) of these technologies, in relation to the processes. “classic” recruitment methods.

AI, metaverse VS recruiter?

Are the new algorithms intended, in the long term, to replace the recruiter? Are physical exchanges set to disappear? If the metaverse is a space conducive to role-playing, it is often reserved for pre-selection interviews. As for the job interview, it still takes place, more generally, face-to-face. The use of the metaverse as a recruitment tool is still anecdotal, compared to the solutions offered by AI. However, it is important to remain cautious and carefully regulate the uses made of it, while ensuring the quality of the data available.

AI, metaverse and psychometric tests: complementarity

Recruitment solutions are numerous and depend on the defined recruitment strategy.

Diversified means

Recruitment by direct approach (recruitment of managers or rare profiles), co-optation, internal mobility, new recruitment methods (AI, metaverse etc.), there are multiple ways of recruiting. But there is no universal recruitment solution that will help you find the ideal candidate. Often, the person who takes care of recruitment (consultants, human resources department, recruitment firms) uses complementary recruitment methods and tools which have their place at this or that stage of the recruitment process.

Psychometric tests and virtual reality

If the face-to-face job interview remains essential, the psychometric tests dedicated to recruitment allow us to know the candidates in depth, based on declarative items, while the simulation of real situations, in the metaverse or elsewhere, allows you to visualize the reactions of applicants and to evaluate soft skills more precisely. Psychometric tests, such as the SOSIE 2nd Generation - personality and values inventory and/or the DAT™ NEXT GENERATION intellectual aptitude tests precisely assess the skills of candidates, provide information on their potential and are excellent predictors of job performance.

The metaverse is effective in its own way for evaluating the candidate on the technical skills specific to certain sectors of activity, thanks to situations similar to the reality of the professions (catering, maintenance, industry, etc.).

Thus, whatever the tools, the metaverse and psychometric tests are complementary to “increase” the quality of the evaluation.

Cognitive biases

When used well and supplied with reliable data, AI makes it possible to create a pool of candidates without discrimination. It is therefore reasonable to believe that the combination of artificial intelligence technologies and scientifically designed psychometric tests would eliminate any risk of cognitive bias in the recruitment of talent.

Thus, used wisely, AI and the metaverse represent considerable help for recruiters. However, these tools are a thousand miles from being able to replace humans in their functions. Indeed, while they offer many advantages for decision support, they also have a major flaw: they do not know how to manage emotions. Human skills such as imagination, empathy, creativity, etc., among those required to perform a role in HR, still have a bright future ahead of them.