Chargement…
An in-depth assessment to better understand your strengths, the areas that deserve your attention, and how the different dimensions of your profile relate to one another.
This assessment explores 6 dimensions
How you yourself explain this wish or need to change career direction · Fit with the job · Fit with the organization · Wear and disengagement · Momentum toward something else · Readiness to change
Your report doesn't stop at separate scores. It also highlights the contrasts and connections between your results to offer a more personal reading of your profile.
Hello Emma,
Your profile is in the average range. You have resources on some dimensions and room for progress on others, which is the most common and balanced profile. The challenge, at this stage, is not to fix "weaknesses" but to direct your energy where it will have the most effect.
Your strengths can serve as support to work on the dimensions that are more in the background: progress often comes faster by building on what already works. Deliberate practice — targeting a precise aspect, exercising it, adjusting based on feedback — is more effective here than a general, diffuse desire to improve.
Overall result
Questioning under wayYour answers describe questioning that is real but still mixed: some dimensions signal a mismatch, others hold firm. This middle profile is the most common among people wondering about their career direction, and the most exposed to two symmetrical errors — jumping to a career change too fast, or playing down signals that are accumulating. The useful reading is to look at WHICH dimensions stand out: a mismatch on the job, on the organization, on energy, or on the pull of somewhere else do not call for the same responses, and confusing them often leads to changing what did not need changing.
And if what you are going through is happening at work, ScanMyJob goes back through your work conversations — messages, email threads — and turns them into a dated, exportable record of facts. It qualifies nothing: it dates and it counts.
Questioning under way
2 dimensions to strengthen, 4 strengths
6 dimensions · Personalized report
Open the different sections to discover how the same profile can be analysed from several angles. Your own report will follow this same logic, built from your own answers.
How you account for this wish or need to change career direction, before the test tells you anything at all. This section measures no difficulty and produces no level: it records a starting reading. None of the answers offered is more correct than another, and the number attached to this section carries no particular meaning. Your answer is taken up and discussed in the section of the report devoted to you.
Your answers place how you yourself explain this wish or need to change career direction below average in your current profile. This identifies a concrete area for development: it is not a deficiency but room for progress. Skills of this kind are built through regular practice rather than through sudden changes. Starting with simple, observable exercises, then gradually increasing the difficulty, generally yields better results than overly ambitious goals from the start.
The secret lies less in momentary motivation than in regularity: a few minutes repeated often are worth more than a single big isolated effort. It also helps to make progress visible — noting what you do, measuring from time to time — because seeing the path already covered keeps the momentum going. Finally, treat setbacks as information, not failures: they are part of any learning and simply point to where to adjust.
Recommendations and concrete exercises
Your answers describe a job whose actual substance remains largely compatible with your abilities and your tastes. Research on person-job fit distinguishes two sides: the match between what the job demands and what you can do, and the match between what the job offers and what you need. On both sides, your answers signal no break. Whatever dissatisfaction you feel is therefore more likely to come from somewhere else — the setting, the workload, the reporting relationship — than from the nature of the occupation itself.
On fit with the job, this level calls for the same reading as detailed above for another dimension of the same intensity (see the analysis above).
Recommendations and concrete exercises
Your answers describe a good match between your values and your organization's: its priorities, its culture and its purpose strike you as broadly acceptable. Work on person-organization fit shows that this match of values weighs heavily on attachment to an employer and on the intention to stay, quite apart from satisfaction with the tasks themselves. In other words, you have a stable resource here: even if the substance of your work suits you poorly, the setting puts up no additional resistance, which widens your options for moving internally.
On fit with the organization, this level calls for the same reading as detailed above for another dimension of the same intensity (see the analysis above).
Recommendations and concrete exercises
Your answers describe marked wear: dread before the day starts, initiative pulled back, fatigue spilling into your personal life, and the sense of holding on rather than acting. This level warrants particular vigilance, because burnout builds gradually out of signals like these, with no visible threshold. It also makes any career decision unreliable: an exhausted person generally overestimates how badly their work fits and underestimates their own reserves. Dealing with recovery before deciding is not a postponement; it is the condition for the decision being genuinely yours.
Your answers describe a well-developed dimension for wear and disengagement. It is a resource you can rely on, in particular to compensate for other dimensions where you have more room for growth. Maintaining this level over time requires continuous practice: without upkeep, some skills erode or stiffen.
A point of vigilance at this level is overconfidence: a strength that is overused can become an automatism that prevents you from exploring other ways of doing things. Keeping it alive comes through variety — applying it to new contexts, passing it on, confronting it with other approaches. And because it comes easily to you, it is often an excellent foothold for tackling, without discouragement, the dimensions where you progress more slowly.
Recommendations and concrete exercises
Your answers describe thinking that is still entirely internal: no direction explored, no step taken, and the idea of another occupation still at the level of a feeling. This configuration says nothing about whether your questioning is valid — only that it is not yet documented. Many career changes begin this way, with a long stretch in which the doubt exists without anything from outside testing it. What matters at this stage is not deciding but turning a vague impression into concrete information, which costs little and commits you to nothing.
On momentum toward something else, this level calls for the same reading as detailed above for another dimension of the same intensity (see the analysis above).
Recommendations and concrete exercises
These questions measure your readiness to change. Your score suggests you are not yet fully convinced of the need to evolve — a valid stage of the process. Awareness always comes before decision. Your report helps clarify what is at stake.
On readiness to change, this level calls for the same reading as detailed above for another dimension of the same intensity (see the analysis above).
Recommendations and concrete exercises
Your profile shows clear relief without several dimensions rising together: Wear and disengagement stands out, 50 points above Momentum toward something else, while the others remain more measured.
This reads differently from a picture where several dimensions reinforce one another: here, what is at play seems concentrated rather than diffuse. That is often more tractable — an identified point is easier to work on than a tangled whole — provided it is not treated in isolation: even concentrated, it rests on the rest of how you function.
Right now
In the coming weeks
In the long run
Support resources
If you are struggling, you are not alone.
This report supports self-knowledge and does not replace a consultation with a psychologist or doctor.
1. In your view, this wish or need to change career direction comes mainly from:
Answer : The organization or company I work for.
You answered "The organization or company I work for.". Can you tell me more about when this comes up for you?
It mainly shows up in situations that matter to me, when I feel under pressure or emotionally involved.
2. My daily tasks leave out what I'm best at.
Answer : Sometimes
And how long have you noticed this?
It has been more present over the past few months, though I recognise it from before too.
3. What my job expects of me and what I like doing are drifting apart.
Answer : Sometimes
4. I feel underused given what I can do.
Answer : Rather not
5. The skills I'm building in this job leave me cold.
Answer : Sometimes
6. The actual substance of my day-to-day work interests me.
Answer : Often
The example shown on this page illustrates the format and level of detail of the report. Your own analysis will be different, because it will be built from your own answers.
What is interesting is not just your score on each dimension. Your report also seeks to identify the contrasts and interactions between your results: a strong resource that offsets a fragility, a dimension that seems to play a central role, or a gap between several aspects of how you function.
This is the personalized reading that the example cannot give you.
Answer the assessment questions and get your personalized report.
Detailed report · 6 dimensions · Personalized analysis
€2.90
Your profile won't be Emma's. It will be built from your own answers.
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