Skills Library Assessment

Skill Accelerators

Role-agnostic future-readiness attributes.

Soft Skills

38 role-ready skills that predict performance today - split between Interpersonal, Task and Mindset focus areas.

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Interpersonal Skills:

Task Skills:

Mindset Skills:

Sova’s in-house occupational psychologists built the Skills Library. Unlike other assessments, it uniquely combines Soft Skills - directly aligned with role success - with Skill Accelerators, essential for rapid learning and adaptation.

• A flexible model offering many paths: Select any combination of the 38 Soft Skills to fit your role profile while consistently capturing five Skill Accelerators for future readiness.
• Modern, engaging experience: Candidates respond to image-based personality and motivation items designed for clarity, cultural neutrality, and relevance. This approach reduces fatigue and improves perceived fairness.
• Evidence-based construction: Items were written, peer-reviewed, blind-mapped to constructs, and refined through multi-phase stratified trials (n=527, personality/motivation pilots).
• Designed for role and process fit: Use for screening, structured interviews, development planning, and talent mobility. Reports offer score keys, plain-English narratives, and interview questions tailored to each candidate’s results pattern.
• Scalable and fair by design: Small observed group differences across gender, age, and ethnicity support equitable hiring when used appropriately. Ongoing monitoring and updates are conducted.

Why organisations choose it

• Skills-first, future-ready: Measure what drives performance now and what accelerates learning for tomorrow—in a single assessment.
• Tailored to your roles: Turn the 38-skill library into a sharp, role-specific profile in minutes.
• Better hiring & faster interviews: Structured interview guides auto-generated from each candidate’s results.
• Development-ready: Translate insights straight into action plans and onboarding.
• Fair and scalable: Small observed group differences, strong reliability, and a concise, engaging candidate journey.

Reporting outputs

Skill Accelerators

• Practitioner Report: 1–5 profiles for each Accelerator, with concise, job-relevant interpretation.
• Candidate Report: Supportive narrative feedback to build self-insight and adoption.

Soft Skills (select the skills you want to include)

• Recruitment (Interview) Report: Definitions, 1–5 scores, behavioural indicators, and structured interview questions with probes for each selected skill.
• Practitioner Report: Deeper narrative insights and overall profile summary.
• Development Report: Scores, targeted tips, reflective questions, and an action-plan template.
• Candidate Feedback Report: Narrative-only, accessible feedback (no scores) for a positive candidate experience.

Reliability (internal consistency, n=201)

• Soft Skills: Median α = 0.72 (domain range examples: Interpersonal up to 0.80; Task up to 0.80; Mindset around 0.70).
• Skill Accelerators: α = 0.62–0.77 (e.g., Curious Exploration 0.77; Collaborative Synergy 0.72).

Fairness (group differences, effect sizes)

• Across gender, age (<40/40+), and ethnicity, differences are generally small, indicating the assessment is unlikely to produce differential outcomes when used appropriately. Notable variations align with well-established research patterns and can inform balanced skill selection per role.

Face validity (candidate perceptions, item trials)

• 65–68% agreed that it accurately and objectively assesses personality.
• 72–77% reported the experience as engaging and positive.
• >90% found it easy to complete.

Construct validity

• Accelerator inter-correlations are positive and moderate as expected for a holistic model (e.g., Curious Exploration–Dynamic Agility r = .59), reflecting complementary future-readiness attributes.

Criterion validity (self-reported outcomes)

• Soft Skills → Performance/Engagement: Significant positive relationships for 34/38 (performance) and 29/38 (engagement). Strongest examples: Engaging Others → Performance r = .34; Customer Focus → Engagement r = .36.
• Skill Accelerators → Performance/Engagement: Strongest predictors Collaborative Synergy → Performance r = .28; Engagement r = .33, and Growth Ambition → Performance r = .25; Engagement r = .28.

Ongoing client studies will expand criterion evidence with manager ratings and role-specific skill/outcome linkages. Confidence bands are communicated via SEM, and users are guided to interpret scores within a ±1 sten range.

Sova's assessments are created by our in-house team of esteemed occupational psychologists, specialists in psychometric and skills assessment. Built on scientific research and industry best practices, each assessment is peer-reviewed, validated with real-world data, and continuously refined to ensure fairness, accuracy, and predictive power.

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With Al-driven analytics and rigorous validation, Sova delivers assessments that help organisations make confident, data-backed hiring decisions.

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