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For many, "soft skills" like communication, teamwork, and leadership feel like a magic trick you either possess or don't. But what if these weren't inborn talents, but muscles you can strengthen with dedication? While technical expertise is crucial, soft skills are the secret weapon that sets you apart in the professional arena.
The quest to measure these elusive skills has led to a bunch of assessments, but their effectiveness varies a lot. Some focus heavily on personality traits, like the Big 5 test, leaving us wondering: can a single test truly predict your ability to collaborate in a high-pressure environment or deliver a persuasive presentation?
This article dives deep into the Big 5 test and see:
To get to know themselves better, understand their strengths, weaknesses, and unique characteristics, many individuals take the Big Five Personality Test, also known as the “five-factor model.”
The Big Five is a framework that is widely used in psychology to describe and understand human personality. In fact, one of the main advantages of the Big Five model is its solid empirical support. Numerous studies have confirmed the reliability and validity of the model in various populations and cultures. It is important to note that such empirical support reinforces the credibility of the Big Five model, both in academic research and in practical applications.
This test is therefore a valuable tool, but it does not encompass all the characteristics that make an individual unique.
Indeed, there are other aspects, which can also reveal unique individual characteristics, in particular transversal skills or also called soft skills.
The big five traits are considered to be a comprehensive way to assess and categorize individual differences in how people think, feel, and behave.
This assessment presents five key dimensions that capture the most important angles of human personality traits, including:
The Big Five Personality Test is used for 4 reasons:
Businesses or higher education institutions can also use the Big 5 test for 3 reasons:
The Big Five Test has 120 questions and takes between 10 and 25 minutes.
Questions are generally answered on a scale ranging from “strongly disagree” to “strongly agree”:
Participants answer these questions based on their own perception, and their answers are then used to determine their scores on each of the five personality dimensions (Big Five).
Once the assessment is scored, people receive a profile of their personality traits, with scores for each of the five dimensions.
These scores provide insight into their relative position in relation to each trait, which helps them understand their personality tendencies.
Here is a instance:
In summary, the Big Five is a valuable tool for understanding and categorizing personality differences, but it is only one of many ways to study and describe human personality.
Although the Big Five personality model is widely accepted and supported by a significant body of research, it has 3 main limitations:
The Big Five traits provide an overall picture of an individual's character, but the Big Five may be limited in its ability to provide accurate information about the underlying reasons for these traits.
For example, while it may indicate that a person has a high score in extraversion, it cannot explain how certain life experiences, genetics, education, or other environmental factors contributed to the emergence of this trait.
This limitation can provide an incomplete understanding of an individual's profile, making it difficult to develop appropriate interventions or learning strategies that can advance an individual professionally.
The Big Five Test is primarily based on psychological personality research.
Your scores tell you how you compare to other people using a large international sample for each of the top five personality traits.
This statistical approach implies that personality traits are relatively stable and inherent in an individual, rather than likely to change or develop in response to experiences, social interactions, or environmental influences.
This could limit its relevance in personal and professional development contexts, especially by With regard to the improvement of employability.
Big Five Tests may not be of interest to some people because they are mostly based on self-assessment and do not incorporate interactive or challenging activities, making the assessment process passive and felt uninteresting by the individual.
Moreover, and this is a very important issue for psychometric tests and their accuracy, this characteristic can accentuate the number of errors in judgment on the part of a subject and, at some point, add biases to the result.
Because these assessments measure personal “states”, not competencies, there is a high probability that the results will fluctuate as the individual's circumstances change over time.
According to a 2011 NBC News article, in the case of the Big Five results, is that the probability of accurately predicting career success is likely to be low.
To date, the Big Five model has not been shown to be able to be able to reliably predict career success.
This raises a critical question: what are the best tests that allow us to assess skills that are the most predictive of career success?
And that is precisely one of the reasons that prompted us to create the Soft Skill Scan. To Assess Most Effectively The skills that are currently most in demand on the job market
Unlike the Big Five, the Soft Skill Scan is an assessment tool created to assess only an individual's soft skills. This includes the so-called “non-technical” skills that individuals have developed throughout their lives and that have an impact on their performance. This includes the quality of their interactions in professional environments and various social contexts.
This process often includes direct evaluation or indirect evaluation through tests developed in our R&D center, inspired by cognitive science laboratory tests and which can encompass a broad range of skills. Each scan lasts 3 to 5 minutes and focuses on a family of soft skills among the 3 that we have defined:
Each scan allows you to identify between 2 and 4 soft-skills. The more scans participants do, the more you will have a global vision and a precise identification of their skills.
Rising Up has created and integrated a soft skills analysis tool into an intelligent platform: THE LAB. This tool allows us to obtain crucial information, by identifying soft-skills at an individual level but also at a group level.
While the Big 5 Test is a personality assessment tool that categorizes individuals according to 5 main traits, the Soft Skill Scan is primarily used to Evaluate The non-technical skills, or soft skills of an individual.
After 5 years of work, Rising Up identified 25 skills that are most in demand on the job market in 2024, we named them core skills:
In addition to relying on statistics, the Soft Skill Scan is also based on deciphering the brain in order to optimize a person's habits and encourages them to develop new routines to fill in their gaps for certain soft skills identified as less acquired.
The Soft Skill Scan test encompasses all individual skill variations that can interact with other factors (life experience, years of expertise, etc.) in a complex manner.
Therefore, this test model is not static and rigid, but rather capable of taking into account a person's potential for change and personal development over time.
After five years of research and development, the Soft Skill Scan offers a precise solution for the identification and development of essential cognitive skills.
This test has strong psychometric properties, including test-retest reliability and internal consistency.
In order to make the experience of identifying personal skills more engaging and meaningful, Rising Up offers an engaging, open-minded, and interesting way of self-discovery with a soft skill scan tool.
Rising Up's Soft Skills training to optimize soft skills is a very nuanced process. To improve soft skills, individuals may need to focus on certain skill families that are specific to their job, making the experience very personalized and very close to the needs of individuals.
All these crucial skills are evaluated with our Soft Skills Scan Test, which makes it possible to quantitatively measure strengths and weaknesses for each soft skill.
From A to Z, we can build a personal experience for you by choosing certain families of skills according to your sector of activity.
In summary, individuals often seek to get to know each other better, to understand their strengths, weaknesses, and unique characteristics. To achieve this understanding, Rising Up invented a better alternative to the Big Five, namely the Soft Skill Scan.
The Soft Skill Scan has several key differences from the Big Five, including a more up-to-date and adaptable approach, solid reliability and consistency, and a fun and engaging self-discovery process.
Ultimately, Rising Up's preference for the Soft Skill Scan over the Big Five reflects a commitment to providing a more comprehensive and effective tool for professional development, making it easier to access the workforce and gain unique career opportunities.
Ready to take your career to the next level? In that case, don't settle for the standard, but embrace excellence!
Choose the Rising Up Soft Skill Scan for a transformative experience and discover the full spectrum of skills for degree courses or your business.
Schedule a personalized demo with our team today to explore how our solution can meet your institution's unique soft skills needs.
Disclaimer: Rising Up does not intend to replicate or replace the Big Five tests, as the two tests follow different methodologies, while providing similar value. Both tests help participants get to know their own talents, strengths, and better personalities. Rising Up does not dispute or diminish the value of these tests and encourages people to try out the various tests, inventory, or any tools available. If you have any questions, feel free to contact us at hello@risinguparis.com
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