Our skills assessments

A skills assessment is structured guidance designed to help you gain a better understanding of your skills, interests and motivations, in order to establish a clear picture of your professional situation and define your future direction. It can be carried out at any point in your working life , to help you change careers , take stock of your path, or define a training project . At Alphéa'Cademy , a Qualiopi-certified training centre , you benefit from an attentive ear and personalised support, eligible for CPF funding .

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What is a skills assessment, in practical terms?

Governed by Article L.6313-4 of the French Labour Code, a skills assessment allows a worker to analyse their professional and personal skills, as well as their aptitudes and motivations, in order to define a career plan and, where applicable, a training path. It goes far beyond a simple personality test : it is a genuine guided process of self-reflection that leads to a concrete action plan rather than a mere report.
According to a 2021 study by the Ministry of Labour, Employment and Integration, nearly 60% of employees have already undertaken a skills assessment during their professional career an approach increasingly integrated into career paths, at any age and level of responsibility.

A service eligible for CPF funding
Alphéa'Cademy is a Qualiopi-certified training provider , and this service is eligible for the Personal Training Account (CPF), allowing you to benefit from tailored support without necessarily having to pay upfront fees.

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The objectives of a skills assessment

Far more than a simple evaluation, Alphéa'Cademy offers long-term guidance, from defining to achieving your career goals.
The skills assessment enables you to get to know yourself better through introspection and an objective analysis of your skills. It also highlights your expectations regarding your working environment and the opportunities open to you. Outcomes vary depending on your goals: whether you are job hunting , looking to advance within your current company, changing industries, or setting up your own business, the guidance adapts to your real-life situation rather than applying a one-size-fits-all framework.

The benefits of a skills assessment

Boosting self-confidence: by understanding the reasons behind your past successes and setbacks, you uncover resources and skills you may not have been fully aware of,
Redefining your relationship with work: you focus on more realistic goals while remaining open to new opportunities,
Developing a clear and realistic career plan: without locking yourself into a rigid vision, you bring fresh meaning to your career path,
Opening doors to a career change: returning to education, undertaking a Validation of Prior Experiential Learning (VAE) process, changing sectors, or starting a business.

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Our 4-step methodology

The skills assessment takes place over several individual sessions within a confidential framework . Each stage builds on the previous one to gradually establish a realistic and well-documented project, rather than relying on a quick hunch formulated in a single session.

Step 1: Preliminary interview

Objective: to verify the viability of the project before launching your search, avoiding wasted time on an unrealistic goal.

One of our consultants takes the time to get to know you in order to understand your expectations and true needs—which are not always what they seem at first. This interview jointly determines the practical details of the assessment: session frequency, format, and specific focus areas. It forms the foundation for the relevance of the entire guidance process.
Indicative duration: 1 to 2 sessions.

Step 2: Tests and questionnaires

Objective: to objectively assess your skills, aptitudes and motivations beyond your own self-perception.

Various tests and questionnaires are provided to evaluate your technical skills , your interpersonal skills and your professional motivations . Each test is tailored to your profile and background; this is not a generic questionnaire applied uniformly to everyone. The duration of this phase varies according to your profile and expectations, but it forms the core of the investigation phase set out by the Labour Code : building your career plan and verifying its viability , or developing several alternatives to compare.

Indicative duration: several sessions spread over 2 to 4 weeks depending on your availability.

Step 3: One-to-one interview

Objective: to give context to test results by comparing them with your real-world experience.

Following your various tests , an in-person interview allows you to explore your results in greater depth. Discussions focus on your work experience , your technical and transferable skills , your personal and professional aspirations , and your career development prospects. We take the necessary time to cross-reference the objective test data with your lived workplace experience, ensuring your plan is not just coherent on paper but grounded in your reality.

Indicative duration: 1 to 2 in-depth sessions.

Step 4: Presentation of results
Objective: to formalise an actionable career plan, not just a static report.

The results of your assessment are presented to you in the form of a written and oral summary , in accordance with the conclusion phase stipulated by the Labour Code : taking ownership of the detailed results, identifying the conditions and resources needed to achieve the project , and defining the main arrangements and next steps with, if required, the option of a follow-up meeting with your consultant. This summary document belongs to you : it cannot be shared with a third party, including your employer, without your explicit consent.
Our consultants support you well beyond the initial summary and will gladly promote your profile to client partners whenever relevant to your project.

Total duration of support: the Labour Code caps the assessment duration at 24 hours, usually spread over several weeks to a few months depending on your pace.

Tailored support from Alphéa'Cademy

With over 20 years of experience in business consultancy, HR support and recruitment , we possess strong, up-to-date knowledge of the job market and its demands. We are able to identify sought-after skills and provide concrete direction for your job search or career transition —a direct advantage of undertaking a skills assessment with a firm that also specialises in recruitment.
Guided by a specialist consultant, you will more easily identify your skills , aptitudes , interests and career aspirations through self-assessment exercises and personality tests . We also advise you on growth sectors, emerging roles, and high-demand skills in the employment market, facilitating introductions to companies for placements or professional interviews where appropriate.

Regulations governing your skills assessment

Your skills assessment is conducted in strict confidentiality , in compliance with our code of ethics and Article L.6313-4 of the Labour Code . Key points to keep in mind:

Consent is mandatory: the assessment can only take place with the worker's agreement; an employee's refusal is neither a fault nor grounds for dismissal,
Confidentiality is legally protected : detailed results and the summary document cannot be shared with a third party without the explicit agreement of the beneficiary,
Professional secrecy applies: consultants who carry out and hold the assessment records are bound by Articles 226-13 and 226-14 of the French Penal Code
Duration is capped: 24 hours maximum per assessment, according to Article L.6313-4,
Three mandatory phases are defined by Article R.6313-4-3: a preliminary phase (needs analysis), an investigation phase (project design), and a conclusion phase (presentation of findings and action plan)

In accordance with the law on the freedom to choose one's professional future ( Law No. 2018-771 ), to qualify for public funding, skills assessments must be delivered within a certified quality framework—which is precisely what our Qualiopi certification guarantees.
Our 360° offer, featuring training in HR , recruitment , marketing and sales , enables you to gain new skills or upskill in a specific field once your plan is finalised.

Funding your skills assessment

Personal Training Account (CPF): A skills assessment can be funded via the CPF , using a simplified procedure established by the 2019 professional training reform. More than 50% of our clients opt for this funding route, which is also available to civil servants.
Self-funding: For those wishing to start quickly without waiting for approval from a funding body or France Travail , self-funding remains a simple and immediate option.
Your employer's skills development plan: Companies can fully fund their employees' skills assessments via their skills development plan , an option particularly worth considering for internal mobility.
Individual Training Aid (AIF – France Travail) : Jobseekers can apply to France Travail for funding for their skills assessment , with generally short turnaround times allowing for a quick start.

FAQ

1. Who can carry out a skills assessment?

Any member of the working population can undertake a skills assessment: private sector employees , public sector workers , jobseekers , or self-employed workers depending on available funding schemes. There is no minimum service length required by law to access this via the CPF.

2. Will my employer be informed if I do a skills assessment?

No, unless you decide to inform them yourself. Confidentiality is protected by law : detailed results and the summary document cannot be shared with your employer or any third party without your explicit agreement.

3. How long does a skills assessment take?

The Labour Code caps the total duration at 24 hours per assessment. These hours are spread over several sessions, typically running across a few weeks to a few months depending on your pace and availability.

4. What is the difference between a skills assessment and outplacement?

A skills assessment focuses on self-awareness and defining a career path, usually initiated by the employee. Outplacement is a more comprehensive support scheme , funded by the company during a departure , which continues through to actual re-employment and post-integration follow-up. A skills assessment can, however, form the first phase of an outplacement process.

5. Is a skills assessment useful if I don't want to change companies?

Yes. Many participants carry out an assessment to progress within their current company , clarify a new role, or simply bring renewed purpose to their day-to-day work without intending to leave.

6. What happens if the skills assessment doesn't lead to a clear plan?

That is not a failure: the assessment can also show that several options remain to be explored , or that an intermediate step (training, work placement, VAE) is required before making a final decision. The conclusion phase specifically offers the option of a follow-up meeting with your consultant .

7. Can I do a skills assessment multiple times during my career?

Yes, there is no legal limit. Many professionals undertake an assessment at key turning points: career changes , returning from long-term leave , role transitions , or during mid- and late-career stages .

Contact the head of the training centre

Rachida TATAHead of Training Centre
07 83 13 56 65
rachida@alphea-conseil.fr