For a long time, the skills assessment evoked a slow, sometimes rigid approach, often reserved for those who wanted to change careers or bounce back after a difficult period. But this image belongs to the past.
In 2025, the new generation skills assessment will emerge as one of the most innovative tools in the French professional landscape: digitalized, personalized, introspective, results-oriented and powered by AI. It is no longer content to help “take stock”. Above all, it helps to project oneself, reinvent oneself and reposition oneself in a rapidly changing world of work. A phenomenon reinforced by figures that speak for themselves.
1/ A spectacular growth: the figures which show the transformation
According to Caisse des Dépôts (2024), more than 450,000 skills assessments were financed via the CPF in 2023, an increase of +34% compared to 2021.
And in 2024, growth has continued despite regulatory changes.
Why such enthusiasm? Because the French experience a world of work that is more fluid than ever:
- 1 in 4 workers changed jobs between 2022 and 2024 (Pôle Emploi).
- 61% are considering retraining in the next 3 years (OpinionWay, 2024).
- More than 70% believe they will need new skills by 2027 (OECD, 2024).
The next generation skills assessment addresses exactly these concerns:
it provides a compass in a professional world that has become fluid.
2/ Why do we talk about “new generation”?
Because the 2025 skills assessment no longer looks like it did before.
It is no longer a simple diagnosis, but a journey of exploration and acceleration based on:
• A more personalized approach
Interviews, tests, introspections… but above all a detailed analysis of:
- personality,
- deep motivations,
- relational style,
- learning methods,
- professional values.
Assessments today integrate tools from behavioral sciences, professional coaching or even neuroscience.
• Intelligent use of AI
Not to replace the consultant, but to enrich the work:
- automated CV analysis,
- mapping of transferable skills,
- matching with emerging professions,
- simulation of evolution path according to several scenarios.
In modernized firms, AI accelerates analysis to allow the consultant to focus on people.
• A project vision, not just an inventory
The assessment builds a concrete action plan, often over 12 months:
- training,
- connected,
- stages of evolution,
- repositioning,
- micro-objectives.
• An assumed emotional dimension
The assessments also explore fears, obstacles, limiting beliefs, confidence, motivation. Because we rarely change careers for purely rational reasons.
3/ The expectations of the French are changing
The Bpifrance Le Lab study (2023) shows that workers are no longer just looking for a job, but for alignment: more meaning, more freedom, more autonomy, more utility, more balance. The new generation assessment meets these new needs:
1. Find a more aligned path
Many are looking for an activity that corresponds to their deep personality, and not just to their diploma.
2. Anticipate emerging professions
With the rise of AI, 35% of professions could change by 2030 (OECD). Active people want to know where to reposition themselves before being pushed around.
3. Build a more resilient career
Linear paths are disappearing. Assessments help create lasting and transferable skills.
4. Dare to undertake
In 2024, more than one in four French people are considering entrepreneurship as a career change project. The reports now include modules:
- ideation,
- market study,
- entrepreneurial profile,
- launch stages.
4/ Modernized methods: between introspection and strategy
The new generation assessment mixes several dimensions:
• Introspective analysis
What really motivates me?
What do I expect from the job?
What do I need to thrive?
• Skills mapping (hard + soft)
Not just technical skills, but:
- leadership,
- empathy,
- creativity,
- stress management,
- communication.
• Study of market trends
Consultants use updated data:
- profession in tension,
- shortages,
- wages,
- digital transition.
• Construction of a professional positioning
A sort of structured and assertive “personal brand”.
• Development of an action plan
Realistic, dated, feasible, personalized.
5/ A digital dimension that transforms the experience
The new generation assessment often takes place in a hybrid format:
1. Dedicated platforms
Logbook, interactive exercises, skills dashboards.
2. Remote sessions
Flexible, easier to fit into a busy schedule.
3. E-learning modules
To discover new professions or sectors.
4. Digital psychometric tests
MBTI revisited, Big Five, Clifton strengths, RIASEC, professional interest tests…
Digital has not replaced the assessment: it has made it more accessible, more fluid, more immersive.
6/ The results: what the results actually change
The studies are very clear: According to France Compétences (2024), 80% of people who have carried out an assessment say that it allowed them to clarify their professional future. 67% have changed a major element of their career within 12 months (training, mobility, change of job).
The effects observed:
• More confidence
Understanding your strengths changes everything.
• More consistency in choices
We no longer “endure” our career, we build it.
• Better transitions
Many workers find a more suitable position in less than 6 months after an assessment.
• More realistic reconversions
Less fantasies, more pragmatism.
7/ What the skills assessment will be in 2026
Experts predict even further developments:
1. Predictive career analysis
Thanks to algorithms capable of simulating trajectories over 3 or 5 years.
2. Assessment oriented to future skills
Cybersecurity, AI, green jobs, social professions.
3. Support for online presence
Because personal branding is becoming a professional skill.
4. Stronger integration of well-being at work
Stress, burn-out, emotional management… The assessments will include more positive psychology.
