The Skills Assessment in 5 key questions!

You feel like you're at a crossroads professionally. You're considering taking a fresh look at your career and making a fresh start with a skills assessment.

Find 5 videos that will help you take action with confidence!

• What objectives can be achieved through the skills assessment?

• How to choose your skills assessment advisor?

• What do we get into during a skills assessment?

• What mistakes should be avoided during a skills assessment?

• A skills assessment for whom?

What objectives can be achieved through the skills assessment?

We know that a skills assessment takes time, money, personal work, and sometimes even a lot of frustration and anger, so why go to all this trouble?

A skills assessment is a personal process that should be seen as a journey that will enable you to achieve 1 or 2 objectives .

In this episode, I share 4 goals that can be achieved through BC.

1. The most common objective is to identify career development opportunities . Typically, this is a profile that has had a first professional life of 5 to 15 years, who has either done the rounds of their job, or is physically less able to continue it in the long term and is asking questions about the next steps in their career.

2. Value your professional skills . This is another common case: you like your job and want to continue in this profession, but there are frustrations regarding the recognition of your work.

You want to be recognized either by your company or a competitor, or by a diploma. None of this can be improvised. The skills assessment structures this process.

3. The skills assessment also helps improve your QVT . Surprisingly, we pinpoint the environments that allow you to be efficient and fulfilled at work and those that, on the contrary, work against you.

In this way, you can make sense of a difficult period (burnout, tyrannical manager, etc.), and come to terms with it.

You are also able to use your skills when necessary (speaking, ability to summarize, etc.).

4. Validate the feasibility of a professional project . Whether it is a career change, mobility or a business creation project, we are talking here about big projects that will have a definite impact on your life project.

I have the pleasure of supporting and structuring talented people who dare to pursue their goals while protecting their quality of life. When I say this, I think of one of my clients who suddenly found herself widowed and who wanted to pursue her passion for alternative medicine, while ensuring the same quality of life for her two teenage daughters.

I also think of a client who, after working in the restaurant industry for 20 years, aspired to a family life on weekends. They chose to structure their project through a skills assessment and thus become aware of their strengths, their transferable skills, and also the reality on the ground.

I like to remind people about these big projects: head in the clouds, but feet on the ground.

You now have 4 achievable goals thanks to BC! You're ready to take action.

Let's talk about your professional goals together. The link to my calendar

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How to choose your skills assessment advisor?

During my webinars entitled "Successful Skills Assessment", I realize that a significant number of beneficiaries neglect this essential question and miss out on their BC due to a casting error.

Welcome to the Career Meeting. I'm Jennyfer Montantin, HR and Career Coach at Blossom Talents.

Today’s question: how to choose your BC advisor?

You will spend up to 24 hours with your advisor, sharing personal and sometimes intimate aspects of your professional and personal life journey.

So it's better to know if this is the right person to support you in your career.

Here are 3 questions you absolutely must ask when looking for an advisor:

1. How do you manage to carry out skills assessments on a daily basis? The question is not very provocative, but it has the merit of identifying whether you are dealing with large machines that chain together beneficiaries all day long or whether you are in a more personal context where you will be an identified, pampered and considered beneficiary, because priority will be given to the quality of support rather than the quantity of clients.

2. Which of your qualities will be useful to my approach?

This question is interesting because it will give you two indications:

• Your advisor's understanding of your profile and your needs.

• His ability to project himself into personalized support.

3. How will you help me progress during the assessment?

I love this question because it provides insight into the learning methods that, for me, must be adapted to each individual learner. This allows you to decide whether or not you can project yourself into the proposed method.

Personally, I provide support for both office and manual professions. As you can imagine, the skills available in each of these profiles are different, and it's important to provide a framework within which the beneficiary can progress with confidence.

4. Come on, one last one for the end: do you specialize in a particular type of BC?

As I like to remind you, when you have a toothache, you go to a dentist, not your general practitioner. Follow the same logic: some advisors specialize in career end, retraining, business creation, etc. If you already have a specific goal, go to a specialist.

You now have 4 good questions to ask your advisor! You're ready to take action.

Remember that to choose your advisor wisely, you should ideally be able to compare between 2 or 3 professionals. These discussions, generally lasting 20 to 40 minutes, are free. Don't miss out.

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What mistakes should be avoided during a skills assessment?

The 6 mistakes to avoid in a skills assessment

Oh, if I knew, I would have acted differently! This is what we tell ourselves when we look at things with a little hindsight. It's true, in life in general and also in terms of skills assessment, some missteps are avoidable.

Here are 6 common mistakes when it comes to skills assessments.

1. Wait for your breaking point to begin the process.

A BC is a systemic approach. To have a sufficiently informed view of oneself and one's situation, it is best to be in the best possible frame of mind.

For example, I sometimes have to explain to a beneficiary that I cannot support them immediately, because their burnout is too present and does not allow them to build on healthy foundations, and therefore they must consider BC a little later.

2. Selecting the wrong provider or advisor .

Choose wisely. It's your future. Ask yourself what added value you'll get from working with this firm or advisor. In the next episode, I'll tell you everything you need to know to avoid making a mistake.

3. Forgetting the notion of market reality .

A BC is there to open your eyes to the possibilities while keeping an eye on what's achievable. There's no point in selling you a dream. You need to take into account the reality of your region, your level of education, and the skills required to succeed in your project.

4. Wanting to go too fast.

A skills assessment takes place over several months, generally between 2 and 5 months. This is the time needed to cross-reference information several times, provide personal work (a good portion of your work is done between sessions), and reflect calmly.

5. Do not take action at the end of the BC .

So, your skills assessment is complete. You have your summary and your 6- or 12-month action plan, and you're waiting. But you need to implement the recommendations quickly, because it would be a big mistake to think that the results of the assessment can wait until you have no choice but to put them into practice.

6. Lack of availability for this process.

This is the one that I find the most daunting. A skills assessment requires work outside of sessions. Thinking that the time spent with the advisor is enough to achieve your goals is a mistake. Personally, I recommend planning for personal work time: the hours of support times 2. So if you choose a 15-hour skills assessment, plan for 30 hours of personal work.

So, there you have it, the 6 classic BC mistakes. Make good use of them.

Need to discuss your career goals with a BC and HR professional? The link to my calendar is at the bottom of the description text.

Get your career moving now!

DIARY

Skills assessment: what am I getting into?

Skills assessments have been conducted and discussed for over 30 years. Every year, tens of thousands of workers embark on this adventure. The skills assessment is an essential training tool that helps clarify one's past, present, and professional future.

Welcome to the Career Meeting. I'm Jennyfer Montantin, HR and Career Coach at Blossom Talents.

What are we getting into when we talk about skills assessment?

This is the question that anyone who wants to embark on the skills assessment adventure should ask themselves.

Here are 3 essential things to know :

1. First of all, a skills assessment is an adventure that lasts between 2 and 4 months to be effective .

You can of course spread it out over 12 months, but I advise against it, so you can stay involved throughout the process. Take the time to choose a time when you can be consistently involved. For some beneficiaries, this will be during a period of reduced activity in their company, during maternity leave; for others, during a period of unemployment. In short, you get the idea.

2. Then, the number of hours of support for a BC is 24 hours maximum. It is important to understand that in addition to the time spent with your advisor, there is a significant amount of personal work.

I usually say that you should plan, at a minimum, twice the number of hours of your support . If you have opted for a 15-hour BC, in this case, plan for 30 hours of personal work.

3. Entering into a skills assessment also means accepting two fundamental aspects of the process:

a. Carrying out a skills assessment also means lifting the veil on a part of one's personal life. Professional, personal and social life are linked . We are 100% in a global approach and more precisely, a systemic approach.

b. Conducting a skills assessment means accepting to go through the different phases of change that can destabilize some beneficiaries. Change is scary. However, it is beneficial when you take the risk of experiencing it as a stage of transformation.

If, despite these 3 essentials, you are still curious, motivated and would like to talk to me about your professional goals, the link to my calendar is in the button below.

Trust me, you can make a difference in your career right now!

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What are the classic and atypical profiles in skills assessment?

3 little-known situations where a skills assessment is a real lever for your career

Among the typical profiles of beneficiaries of skills assessment, we think, and rightly so, of situations of:

- Loss of speed in his career

- Lack of professional prospects…

- Sort out our skills and motivations

There are other less common cases and I will tell you about them right away.

Welcome to the Career Meeting. I'm Jennyfer Montantin, HR and Career Coach at Blossom Talents.

Today, I'm focusing on 3 situations where the Skills Assessment helps you better manage your career.

1. You've been wanting to start a business for years. But we all know it's a risk. In my coaching sessions, we have a chapter called: Head in the stars, but feet on the ground. Whatever your personal situation (head of family, single, owner of your primary residence or not), entrepreneurship can turn into a nightmare if you haven't anticipated and secured your project as a whole: organization, finances, projects... In short, a 360.

2. Conversely, when you try entrepreneurship and for a reason of your own, you return to employment .

We know the often cold reception given to entrepreneurs who return to employment.

Mourning this experience, knowing how to present one's profile, the skills developed in this experience, the reasons for this choice are necessary.

3. New life, new beginning.

This is what Stéphanie, who has decided to follow her partner to Burgundy, told me last week. They are leaving Paris for a new region she doesn't know. It was a difficult choice for her to resign and abandon a job that has allowed her to grow a lot. Once the sadness is over, she wants to see this decision as an opportunity to take stock of her career and look for a new job in a region she doesn't know.

Together, during his BC, we will take stock of his skills, study the job market for his profession in Burgundy, rework his CV, his pitch, his LinkedIn profile in order to adapt to his new life project.

Classic and less classic profile, let's talk about your professional projects in a confidential meeting, directly in my diary.

Believe in yourself and take your career to the next level now!

DIARY