Le concept de « mad skills » émerge dans le monde du travail, où les recruteurs recherchent des compétences atypiques chez les candidats. Bien que cette tendance puisse sembler inclusive, elle pose des questions sur la limite de la déviance acceptable. L’article souligne que les millennials, ayant cru que les diplômes seraient suffisants pour réussir, se retrouvent confrontés à des processus de recrutement de plus en plus intrusifs, intégrant des tests de personnalité. La pandémie a exacerbé la demande pour des profils uniques, mais cela nécessite de partager des expériences personnelles, parfois douloureuses, sous couvert de positivité. Cette surexposition des candidats pourrait masquer un refus des entreprises de reconnaître la souffrance psychologique au travail, comme le montre le phénomène de Big Quit.
| name | description | change | 10-year | driving-force | relevancy |
|---|---|---|---|---|---|
| Emergence of Mad Skills | Recruiters are increasingly valuing ‘mad skills’—unique, atypical abilities of candidates. | Shift from valuing traditional skills to recognizing unique, personal experiences and traits in candidates. | In ten years, recruitment processes may prioritize personal narratives and unique experiences over formal qualifications. | The pandemic has prompted a need for resilient, adaptable candidates with diverse experiences. | 4 |
| Shift in Recruitment Practices | Recruitment processes now include personality tests and deeper evaluations of candidates’ backgrounds. | Transition from traditional CV-based hiring to holistic evaluations of personality and life experiences. | Future recruitment may rely heavily on psychological profiling and personal storytelling rather than qualifications. | The influence of Silicon Valley’s startup culture on HR practices is reshaping recruitment. | 5 |
| Normalization of Personal Trauma in Hiring | Candidates are encouraged to share personal traumas to demonstrate resilience and uniqueness. | Shift towards valuing personal stories of overcoming hardships as part of candidates’ profiles. | In a decade, sharing personal trauma may become a standard part of job interviews and applications. | Desire for authentic candidates who can demonstrate adaptability and resilience through personal experiences. | 4 |
| Fraying Boundaries Between Work and Personal Life | The line between personal identity and professional persona is increasingly blurred in the workplace. | Move from distinct personal and professional identities to an integrated self in the workplace. | Ten years from now, employees may be expected to bring their whole selves to work, including personal struggles. | The evolution of workplace culture towards inclusivity and authenticity is driving this change. | 5 |
| Rise of ‘Positive Deviance’ | The concept of ‘positive deviance’ is being promoted as a desirable trait in candidates. | Shift from traditional norms of behavior to acceptance of unconventional traits as valuable. | In the future, organizations may actively seek out and celebrate unconventional personalities and experiences. | A changing cultural landscape that values diversity and nonconformity in professional settings. | 3 |
| Mental Health Awareness in Recruitment | Increasing attention to candidates’ mental health and personal experiences in hiring processes. | From overlooking mental health to incorporating it into evaluation criteria for hiring. | In ten years, mental health considerations may be standard in recruitment and workplace culture. | Growing awareness of mental health issues and their impact on work performance and culture. | 4 |
| Big Quit Phenomenon | A significant number of young professionals express serious mental health concerns, contributing to workforce changes. | Transition from stable employment to a more fluid job market as people prioritize mental well-being. | In a decade, the job market may reflect a greater emphasis on work-life balance and mental health support. | The mental health crisis among younger generations is reshaping employment dynamics. | 5 |
| name | description | relevancy |
|---|---|---|
| Excessive Personal Exposure | The growing trend of requiring personal trauma or uniqueness in job applications may lead to excessive vulnerability and invasion of privacy. | 4 |
| Adverse Psychological Impact | The push for ‘mad skills’ may exacerbate mental health issues as employees feel pressured to disclose personal trauma. | 5 |
| Workplace Discrimination Under the Guise of Inclusivity | The emphasis on atypical skills might lead to new forms of discrimination, as only certain types of ‘mad skills’ are valued. | 4 |
| Dilution of Professional Boundaries | As personal life and work are increasingly intertwined, the line between professional and personal identity may become dangerously blurred. | 4 |
| Cultural Pressure to Conform | Even as companies claim to value diversity and uniqueness, there may be implicit pressures to conform to a narrow definition of acceptable ‘mad skills’. | 3 |
| Resilience as a Requirement | The expectation for candidates to demonstrate resilience through trauma could discourage those with legitimate experiences of mental health struggles. | 5 |
| Surveillance of Personal History | Recruitment processes resembling profiling may lead to a culture of surveillance regarding employees’ past experiences and private lives. | 4 |
| Potential for Exploitation of Personal Trauma | Employers may exploit candidates’ personal traumas as a form of assessment, which dehumanizes the hiring process. | 5 |
| name | description | relevancy |
|---|---|---|
| Mad Skills Recruitment | Companies are increasingly seeking candidates with ‘mad skills’—unique, atypical attributes that set them apart in the job market. | 5 |
| Emphasis on Personal Trauma | Recruiters are valuing candidates’ personal experiences, including trauma, as indicators of resilience and adaptability. | 4 |
| Blurring Personal and Professional Boundaries | The line between personal experiences and professional qualifications is becoming increasingly blurred in recruitment processes. | 4 |
| Positive Deviance | Organizations are looking for ‘positive deviance’, which means being unconventional while still aligning with corporate values. | 3 |
| Increased Transparency in Interviews | Candidates are expected to be more open about their personal challenges and life experiences during job interviews. | 4 |
| Hyper-Exposure of Personal Life | Candidates are experiencing increased pressure to share personal stories and experiences in professional settings, leading to overexposure. | 5 |
| Shift in Skills Valuation | There is a notable shift in what skills are valued, moving from traditional hard and soft skills to more personal and unique attributes. | 5 |
| Mental Health Awareness | The rising acknowledgment of mental health issues is influencing recruitment, but often superficially without addressing deeper issues. | 4 |
| name | description | relevancy |
|---|---|---|
| Mad Skills | A new category of competencies that emphasizes unique and atypical skills in job candidates, reflecting a shift in recruitment practices. | 4 |
| Soft Skills | Behavioral competencies like empathy and adaptability, increasingly valued in recruitment beyond traditional hard skills. | 5 |
| Personality Profiling | The use of personality tests in recruitment processes to uncover deeper insights about candidates. | 3 |
| name | description | relevancy |
|---|---|---|
| Mad Skills Recruitment | A focus on unique and atypical skills in hiring processes, potentially leading to superficial assessments of candidates. | 4 |
| Blurred Professional Boundaries | The increasing invasion of personal experiences and traumas into professional settings, impacting employee privacy and mental health. | 5 |
| Positive Deviance in the Workplace | The trend of valuing unconventional traits in candidates, but within socially accepted limits, raising ethical concerns. | 3 |
| Mental Health Crisis among Young Workers | A growing concern for mental health issues among millennials and Gen Z, particularly in the context of job stress and societal pressures. | 5 |
| The Big Quit Phenomenon | An ongoing trend of young employees leaving jobs due to dissatisfaction, reflecting deeper issues in workplace culture. | 4 |
| Superficial Inclusion Practices | The rise of hiring practices that appear inclusive but may actually exploit personal narratives for corporate gain. | 4 |