Roder5 — Major Exchanges

Concept

The CV that
objectifies behavior.

The traditional CV describes a career path. It says nothing — or almost nothing — about how a candidate operates, their deeper motivations, or their preferred modes of interaction.

The Major Exchanges Roder5 complements the traditional CV with an objective mapping of behavioral and motivational skills, derived from the Major Exchanges methodology.

Recruiters' interest in soft skills

Why soft skills have become central.

A few figures to frame the stakes. Sources: Juilhiet-Sterwen HR barometer and Manpower study (HR Voice & Opensourcing).

65%

For identifying candidates' personality and motivations

58%

For enhancing the integration of employees within the team

78%

Of recruiters prioritize soft skills in their process

1 / 3

Of recruitments fail due to poor management of soft skills

€30 – 150k

Estimated average cost of a recruitment mistake

On the candidate side, and particularly among young graduates, the lack of self-knowledge remains a major obstacle:

19.8%

Of students from top schools are unemployed at the start of the new academic year

37%

Of students feel they lack self-confidence

53%

Of students say they don't know themselves well professionally

80%

Of companies believe that soft skills drive success

Content

What Roder 5
reveals.

01

Dimensions

Visualization across 8 dimensions: drive, relationships, character, reflection, organization, sales, management, emotions.

02

Motivations

Identification of personal motivational drivers and the professional environments in which the person thrives.

03

Complementarities

Team profiles needed for optimal collaboration. Management styles that work best.

04

Points of attention

Areas that require more attention in certain contexts, to anticipate and ensure the quality of professional commitments.

05

Synthesis

A clear and actionable summary page, designed to be shared with a recruiter or a manager.

Use cases

For whom,
for what.

Case 01

Candidates

Stand out by bringing an objective behavioral dimension from the moment of application. Prepare for an interview with awareness of your own drivers.

Case 02

Recruitment firms

Enrich the files presented to client companies. Showcase the depth of analysis when supporting shortlisted candidates.

Case 03

Companies

Map the soft skills of existing teams to optimize project composition, internal mobility and succession planning.

How to obtain it

Three steps
to your Roder5.

Step 01

Online questionnaire

The candidate completes the Major Exchanges questionnaire from any device. A random code is generated to ensure confidentiality.

Online

Step 02

Validation interview

Discussion with a Major Exchanges advisor to cross-check the information and explore significant areas in depth.

Video call

Step 03

Delivery & debrief

Delivery of the Roder5 study results in high-definition PDF format, linked to the candidate's traditional CV via a QR Code, and an oral debrief to understand and take ownership of the results.

PDF + QR Code

A CV says what you have done. Roder5 says how you operate. The two complement each other — neither replaces the other.

— Roder5 philosophy

Roder5.

The CV thatobjectifies behavior.