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 experienced team of 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: Strong reliability, small group differences, and a concise, engaging candidate journey.

Reporting outputs

Skill Accelerators

• Practitioner Report: Definitions, 1–5 profiles for each Accelerator, with concise, business-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 (e.g., Embracing Diversity 0.80, Problem Solving 0.73, Customer Focus 0.71).
• 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

• The Skill Accelerators show positive, moderate inter-correlations (e.g., Growth Ambition – Dynamic Agility, r = .40), indicating that while each Accelerator measures a distinct aspect of performance, they are designed to work together as part of an integrated model of future-readiness.

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.

Sova's assessments are created by our experienced 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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