CDG 64 (French public institution providing HR support)
How to communicate more effectively with talent during professional reviews?
Sector : HR • Employees : 100 +
"The psychometric tests integrated into our support are a guarantee of professionalism, objectivity, equity, and allow agents to get to know themselves better and explore professional paths."
Bénédicte Simonnet,
Head of the Employment, Mobility and HR Department
Nathalie Cailloux,
Employment and Mobility Advisor, CDG 64
Within the CDG 64 (Departmental Management Center for Territorial Public Service of French region Pyrénées-Atlantiques), Bénédicte Simonnet is Head of the Employment, Mobility and HR Department, whose team offers various supports services: recruitment assistance, competitive examinations, organisational and HR advice, replacement and reinforcement services, and mobility support.
Nathalie Cailloux is an Employment and Mobility Advisor, and her main objectives are to support agents in reflecting on their profession, career path, future, etc., sometimes with health issues to consider. They offer the following services: first-level appointment, complete professional assessment, and group workshop. The idea is to support and complement the HR local authorities without replacing their role.
To assist in the development of professional assessments, they offer Which Career For Me: Professional test and the SOSIE 2nd Generation test. Below they explain the reasons for this and the advantages.
CDG 64 is a departmental public institution providing HR support for the Pyrénées-Atlantiques local authorities across all areas (legal, occupational health, HR and mobility, etc.).
The CDGs are required to offer certain services to assist the development of professional projects. The mission of CDG 64 is to provide local support, adapted to the situation, size and specificities of each local authority, beyond the regulatory aspects. A complete range of services, with several levels of support, both individual and collective was offered.
The use of psychometric tests
The tests were implemented to meet the needs of HR services and agents for external, neutral, confidential, and specialised support in local authorities regarding professional project reflection and mobility. It was also necessary to structure and optimize support while improving service and advice quality.
In our support, we use two psychometric tests: Which Career For Me: Professional and SOSIE 2nd Generation. Both tests are guarantees of professionalism, objectivity, equity, and allow agents to get to know themselves better and explore professional paths.
The choice of Which Career For Me: Professional and SOSIE 2nd Generation
Our choice was to use two psychometric tests:
- Which Career For Me: Professional – a tool for measuring motivations, motivational satisfaction and professional interests: Three agents from CDG 64 are Which Career For Me: Professional certified, to be able to establish a complete motivational profile of a person and support agents in developing professional projects. It is an essential tool, used throughout our process and the "backbone" of the "prospective" element of our assessment. In addition to being accessible and encouraging discussion, its two components "professional interests" and "motivational levers" are complementary and especially useful for working on professional remobilization if required.
SOSIE 2nd Generation personality and values inventory: Four agents from CDG 64 are SOSIE certified, to enrich exchanges between the advisor and the agent around personality traits and the values of the person who carries out a professional assessment. This test, used more recently, allows an agent to know himself better and to highlight the values that drive him. It is a very good for supporting in-depth exchanges to explore areas that would not necessarily have been considered. It is used in professional assessments for the first part: career path, self-knowledge, personal development, as well as at the end of the assessment to highlight strengths or points of caution regarding the professional paths considered.
Positive feedback of their use
The use of these two psychometric tests has saved time in drafting and formalizing our support and, above all, improved service quality.
HR services and agents of local authorities also seem satisfied. Sensitive situations have been resolved with the support provided. Some agents appreciated taking these tests as part of their professional assessment because they promote awareness (clarification, taking a step back on their professional project) or professional remobilisation. They can also contribute to the evolution of the relationship with oneself and with others. The use of these tests has helped an agent to define a career path, make a choice or not, take action, and dialogue with the employer.
In conclusion, these two psychometric tests are real tools for exploration and exchange.