Le profil atypique représente un atout majeur pour affronter les challenges du monde professionnel de demain. Nous vous expliquons pourquoi.
PROFIL ATYPIQUE, QUÈSACO ?
Vous avez peut-être déjà entendu ce terme sans en comprendre le sens.
Les profils atypiques, ce sont ces individus qui ont osé s’aventurer sur d’autres sentiers que ceux déjà tracés pour eux. Ce sont ces personnes au parcours riche et hétéroclite, qui ont multiplié les expériences personnelles, scolaires et professionnelles développant ainsi une certaine polyvalence et une singularité qui les rend à la fois intrigants et hors normes.
Ce sont des autodidactes, des comptables reconvertis en artistes, des slasheurs ou encore des digital nomades.
Les profils et parcours sont multiples mais ils partagent tous un point commun : ils n’ont pas suivi le chemin dicté par la société pour arriver là où ils sont et réaliser les objectifs qu’ils se sont fixés.
Leur quête de sens, leur désir de s’aligner à eux-mêmes, de tracer leur propre chemin et de penser outside the box les a poussés à suivre plusieurs chemins dans leur vie, à sortir des sentiers battus et à développer une personnalité qui les rend différents de leurs pairs.
Ils sont souvent passionnés, ambitieux et déterminés ; ce qui fait d’eux des profils parfaits pour le monde de l’entreprise.
LE PROFIL ATYPIQUE : UN ATOUT STRATÉGIQUE POUR L’ENTREPRISE
L’ingéniosité du profil atypique en fait un collaborateur très performant. Sa capacité à trouver des solutions innovantes et à voir les choses sous un autre angle fait de lui un individu prêt à affronter les défis du futur et de la mutation du monde professionnel.
85% des métiers et jobs de 2030 n’ont pas encore été créés. Les technologies, les pratiques professionnelles, ainsi que les besoins en entreprise évoluent constamment, déstabilisant ainsi les savoirs actuels. Pour continuer à exister, les entreprises vont devoir s’adapter : aux consommateurs, aux nouvelles tendances sociales et professionnelles, à la nouvelle réglementation, aux nouveaux procédés de fabrication, etc. À défaut de pouvoir le faire, elles vont tout simplement disparaître.. à moins d’embaucher des profils atypiques.
Ces profils ont déjà changé de voie plusieurs fois pour assouvir leurs curiosités et trouver ce qui les inspire. Leur parcours, très peu linéaire, les a souvent amené à sortir de leur zone de confort et à s’adapter. Ils ont ainsi développé des compétences transversales, une agilité, une autonomie et un dynamisme qui peuvent s’avérer cruciaux pour motiver le changement dans un contexte incertain.
COMMENT RECRUTER UN PROFIL ATYPIQUE ?
Ce qu’il ne faut pas faire pour pouvoir recruter un profil atypique, c’est suivre le processus de recrutement traditionnel. Un processus où seuls les candidats les plus adaptés et les plus conformes à la fiche de poste arrivent à décrocher le job. Un processus qui exclut les profils atypiques : des profils tout à fait capables de répondre aux besoins de l’entreprise mais malheureusement très désavantagés par ce mode de sélection limitatif.
Pour recruter des profils hors normes, il faut oser défier les normes.
Osez le recrutement innovant
35 secondes : c’est le temps moyen que passe un recruteur sur un CV.
Comment peut-il saisir la singularité d’un profil atypique et repérer les compétences qui le rendent apte à satisfaire les besoins de l’entreprise en si peu de temps ? Ce n’est pas possible. Cependant, des solutions existent.
En effet, adopter un format innovant pour sélectionner les candidats est une démarche souvent fructueuse. Tests de personnalité, études de cas, quizz, job dating .. plusieurs possibilités existent et permettent de les évaluer sur leurs compétences réelles, leurs softs skills et leurs personnalités.
Une autre solution, c’est d’avoir recours à des sites conçus pour les profils atypiques comme la plateforme Jaipasleprofil.
Cela dit, le moyen le plus efficace pour recruter des profils atypiques est de faire preuve d’ouverture d’esprit. De ne pas être dans le jugement, de valoriser la différence et de prendre le temps d’analyser ce qu’une personne peut apporter sur le plan humain.
En moyenne, il faut deux ans pour qu’un employé arrive à atteindre sa performance maximale. Malheureusement, une embauche sur deux ne passe pas la barre des 18 mois et dans 89% des cas c’est lié à des problèmes d’attitude. Autant dire que fournir un effort supplémentaire pour recruter n’est absolument pas du temps perdu. Le recrutement a un coût, en argent, en temps et en moyens humains, alors autant l’optimiser et miser sur l’attitude plus que sur les compétences.
Recruter une personne compétente c’est important, mais en recruter une qui soit capable de s’intégrer, de se développer efficacement et de continuer à évoluer, y compris dans un contexte d’incertitude, c’est mieux.
Les compétences valorisées actuellement risquent de devenir obsolètes dans quelques années et certains métiers risquent d’évoluer ou de disparaître… Pour que les entreprises arrivent à surmonter ces épreuves, il faut qu’elles misent sur le capital humain et qu’elles se dotent de collaborateurs stratégiques. Pour cela, elles doivent repenser leur processus de recrutement, leurs critères de sélection et qu’elles osent accorder une chance à tout individu motivé et prêt à se surpasser.
Notre conseil pour les recruteurs ? Osez.
Osez la différence et osez la diversité. S’enrichir mutuellement est la meilleure des stratégies.
Lamia Escarnot
Interessant
Merci
Un article très intéressant qui presente des idées très utiles.
Merci
Exemple de profil atypique:
Je connais une jeune demoiselle qui, après des années de carrière réussie en droit international, décide de devenir patissière. Elle a suivi des stages et entame sa nouvelle carrière avec beaucoup de passion.
Merci de partager cette petite histoire. Je lui souhaite beaucoup de courage et de réussite pour sa nouvelle carrière 🙂
C’est très intéressant, je lui souhaite une bonne chance.
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