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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.

Improve HR strategy with psychometric assessments to select top talent.

Personality questionnaires, logic tests, evaluation of intelligence quotient, multiple choice questions (MCQ) of general knowledge, the psychometric test comes in different forms, all with the aim of providing greater insight and/or evaluating the aptitudes of candidates. Thus, at a time when soft skills prevail, more and more companies are asking their candidates to carry out tests during the recruitment process, and also their employees. But how should organisations use these tests? What are the advantages? Here are some good reasons to integrate them into your HR processes.

Defining Psychometric Testing

Used for professional selection and orientation, the psychometric test is used to measure an individual's logical, verbal and numerical skills, as well as personality, motivations and professional behaviour.

Test Categories

In occupational psychology, the aptitude test sits alongside personality tests, intelligence tests and situational tests or projective tests. Among the different types of tests, we publish the personality inventory (SOSIE), intellectual aptitude tests (DAT™  Next Generation, Watson-Glaser™ lll), and the motivations and professional interests (Which Career For Me).

What Situations Are Psychometric Tests Used In?

Psychometric tests are used in various situations of personal and professional life, in particular for a skills assessment or as part of a recruitment process.

For career guidance: Career Counsellors in guidance centres and skills assessment centres commonly use psychometric tests to support their clients in their professional development. Doing a personality test, or evaluating an individuals motivations and professional interests, makes it possible to identify the main elements of an individual's profile and inform the types of roles that may appeal or be suitable for them. For example, tests can highlight their interests, values, predispositions for manual or intellectual trades, creative or analytical temperament, as well as their ability to work alone or in a team, etc.

For certain competitive roles: A number of professions use psychometric tests as part of their pre-employment assessment process. The Watson Glaser-lll for example is most commonly used as a screening tool for recruitment in the legal sector, whilst the NHS employs the use of a number of psychometric assessments to sift and select candidates. Many sites offer free psychometric practice tests in order to help candidates prepare and train for the skills required.

For access to certain professions: The application process for specific professionals such as training to become a train driver or pilot also sees candidates required to undertake technical tests and targeted psychological assessments. Aptitude tests measure in particular the ability to concentrate, resistance to stress and even cognitive abilities. For example, Air France’s selection process, one of the most demanding, includes difficult psychological tests, with a series of logical consequences, as well as group and individual interviews, all over two days!

The Advantages of Psychometric Assessments

Scientific Reliability

Psychometric tests make it possible to evaluate an individual, based on an objective statistical approach. As part of its scientific validation, the psychometric assessment must be calibrated to situate a person in relation to a representative sample of the population, with criteria such as age, gender, level of study etc.

The effectiveness of these tools is guaranteed by three criteria: reliability (similar results and scores if the test is taken several times by the same person), validity (the usefulness and specific performance of the test), and sensitivity (the discriminating power that distinguishes individuals from each other). It is strongly recommended to complete the tests with a feedback interview, conducted by a psychologist or a person trained in the tools.

Improved Candidate Experience

Completing tests allows a candidate to check that their profile is suitable for the position offered and that they do not waste their time applying for it. Taking a personality test allows them to identify or confirm their character traits. Similarly, candidates can test their know-how and appetite for a position, with a practical simulation test. Passing tests therefore allows you to get to know yourself better, to identify both your strengths and your points of vigilance, and to assess your ability for which you are applying.  From the employer’s perspective, by collecting complete information on the candidate, the employer can best support them in the onboarding phase, a crucial period for retaining talent.

Secure & Objective Decision-Making

For certain technical positions or management functions, candidates must pass a battery of tests before the job interview. These tools indeed help to objectify recruitment, thanks to the concrete and reliable information they deliver, which is not always communicated via a CV and cover letter. In addition, they make it possible to avoid cognitive biases and discrimination, even unconscious.

In order simplify the recruitment process, it is possible to give a test only to applicants on the short list, for example to decide between two applicants of the same level. The SOSIE, for example, provides the recruiter with details of the personality traits of the prospective candidate and their values. In fact, the results of a test, scientifically proven, support the recruiter in his decision-making, whatever the outcome. However, to evaluate the candidates in an optimal way, it is recommended to cross all sources of information (CV, letter, tests, recruitment interview).

Greater Candidate Insights

Completing assessments allows the recruiter to ensure the suitability of a candidate to occupy a specific position; by verifying that his profile meets the expectations of the role, both in terms of know-how (hard skills) and behavioural skills (soft skills). Among the tests used by companies is the Watson-Glaser™ III , which assesses the critical thinking ability of candidates called upon to manage and make decisions. Salespeople can also be tested in a targeted manner on their behaviour in a professional situation (relationship with the customer, conflict management, etc.).

In addition, psychometric tools can help to predict candidate success, helping to reduce turnover and the costs associated with recruitment errors. As a recruiter, you can assess the candidate's ability to perform in the role and, in part, their professional development. How will this person fit into the existing team? How are they likely to evolve in the company? Are they capable of innovating? Knowing a candidate's potential also helps shape and inform HR teams long-term strategic skills management.

Like the World Wide Web at one time, AI (Artificial Intelligence) is developing more and more in the business world. All areas of business are impacted, and its powerful technology is revolutionizing the world of work. For some of us, AI is seen as a threat, while others, on the contrary, view it as a great opportunity to transform our work "for the better". 

One thing is certain: AI is changing us. To take full advantage of AI in your business sector, there's one golden rule: anticipate the skills you'll need to evolve your job and use your role as a human being as added value. 86% of respondents to a BCG X study believe they will need training to upgrade their skills [1]. What impact does AI have on professional skills? How can we best prepare for the growing integration of AI into the world of work? Here's how.t

The potential impact of AI on professional skills 

1. Automation of routine tasks: AI automates many routines, low value-added tasks, often characterized by repetitive, predictable and structured actions, freeing up workers' time to concentrate on more complex, creative and strategic tasks, where their human skills are required. 
2. Strengthening analytical and cognitive skills: Professionals need to develop analytical skills to take advantage of AI's capabilities, interpreting the many results it generates. In an increasingly data-driven business environment, AI helps professionals develop critical thinking and problem-solving skills to make better decisions. Listening, humility, curiosity, open-mindedness and the ability to take a step back are personal qualities in high demand in this sense. 
3. Increasing demand for social and emotional skills: The ability to collaborate with, understand and interact effectively with intelligent systems specific to AI requires professionals to have social skills such as communication, collaboration and understanding of mutual needs for better teamwork and conflict resolution. In addition, workers need to adapt quickly to new technologies and accept change. Emotional skills such as resilience, flexibility and stress management are expected for this.

Key skills to develop for the new world of work 

1. Analytical and problem-solving skills: It has become essential to be able to analyze data, identify trends and find innovative solutions to problems. 
2. Creative and critical thinking skills: Developing original thinking skills to encourage innovation and critical thinking skills to step back and manage complex and novel situations is a priority. 
3. Communication and collaboration skills: Perfecting written and oral communication skills, as well as the ability to work effectively in a team and manage constructive interpersonal relationships, is key. This can only benefit collective intelligence and better performance at work. 
4. Adaptability and lifelong learning skills: It's important to be well prepared to adapt to technological changes and evolutions in the job market by adopting a lifelong learning approach. 

Strategies to prepare for AI in the workplace

1. Keep abreast of technological trends: It's vital to keep abreast of advances in AI and the fields likely to be impacted by this technology. 
2. Develop transferable skills: Investing in general and transversal skills that can be updated and applied to different professional contexts can only be beneficial. 
3. Take training courses and obtain new certifications: It's a good idea to strengthen your skills by taking specific training courses, obtain certifications and benefit from practical experience in the field of AI. 
4. Network and learn from experienced professionals: Exchanging with experts in the field of AI to gather valuable advice and information is also recommended. 

The world of work is undergoing a paradigm shift with the increasing arrival of AI in many industries. To take advantage of this, it's important to understand its scope and prepare optimally for its integration within the company. The human skills required for a job are not necessarily the same as before. Everyone can make the most of this changing environment by developing new key skills, useful for adapting to the evolution of their profession. The rapid progress of AI also requires a culture of continuous adaptation. In this sense, it's important for human resources (HR) managers to support employees in developing their skills throughout their professional careers and encourage continuous learning. In this way, employees will feel better supported in this ongoing transformation and the impact it has on their jobs.

[1] Study by BCG X, BCG's tech entity, on the impact of AI on jobs among employees in 18 countries across all industries and statuses https://www.bcg.com/publications/2023/what-people-are-saying-about-ai-at-work