Mad Skills: new skills to consider
In addition to the distinction between “hard skills” and “soft skills”, which made it possible to differentiate technical skills from soft skills, new skills are highlighted on CVs. These are mad skills. A concept born in California, in Silicon Valley, mad skills are the elements that were previously classified under the category of hobbies. They are now gaining in importance in recruitment processes because they inform recruiters about the atypical personality traits of candidates. You still have to know how to identify them.
How do you distinguish mad skills from other skills?
While it is simple to distinguish hard skills from soft skills, it is a bit more difficult to define mad skills.
As a reminder, hard skills deal with technical and practical skills. They are based on the results of projects carried out in companies and on the theoretical knowledge acquired during the years of higher studies. They explain the success and competitiveness of a given company.
Soft skills are skills linked to a candidate's interpersonal and interpersonal skills. A candidate with good soft skills will be able to communicate with his collaborators in a fluid and pleasant way. Soft skills reflect the personality of the profiles. They often explain the good atmosphere at work.
Mad skills, or “crazy skills” in English, are the extraordinary skills that candidates can have. They are distinguished from soft skills by their rare and remarkable nature. Mad skills are skills that the candidate has been able to acquire during life experiences. These can be experiences in entrepreneurship, in an association or in a hobby. It should be remembered that mad skills refer to the practice of a high level activity. We are thus talking about projects carried out over the long term and which have been able to succeed in one way or another.
Some examples of mad skills
To better understand what mad skills are, you might as well refer to examples. Attention: it is necessary to distinguish a mad skill from a leisure activity. The idea is to highlight the acquisition of atypical skills that require a minimum of rigor and pugnacity.
Here is a list of mad skills that may be interesting to spot in a candidate:
- Investing personally in an association
Self-giving can demonstrate a rare and essential strength of character for certain corporate missions. Spending time helping others requires high emotional intelligence.
- A high level of sports or artistic practice
Exercising a sport or practicing an art reflect a curiosity, an open-mindedness and an ability to work in a group that can be appreciated in a company. The discipline required to achieve results in these areas highlights an ability to make choices and stick to them, which can be very valuable in carrying out missions over the long term.
- A business project
The tenacity required to carry out an entrepreneurial project successfully must be taken into account in a recruitment process. It reveals a strength of character that can be daunting.
- Personal experiences
Recovering after a life accident, having lived abroad and overcoming obstacles are all examples that demonstrate a valuable capacity for resilience for businesses.
- A passion project
Whether it's about medieval history, Asian cinema or Cambodian music, devoting yourself to an intense passion reveals an ability to deepen complex subjects.
Now that we know what's the matter with mad skills, we can now see why it's interesting to recruit candidates who have these crazy skills.
The value of hiring candidates with mad skills
Developing mad skills testifies to an unlimited capacity for learning and resilience. For this reason, mad skills must be taken into account in recruitment processes. They reveal and highlight qualities that deserve to be taken seriously. Recruiting a profile with mad skills ensures that they will be able to deal with market uncertainty. He will also be more likely to bring a fresh perspective to his work and to be more creative.
To face an increasingly competitive market, identifying mad skills in candidates seems more and more important. These skills most often indicate an ability to think “outside the box”, off the beaten path - all assets for a company that seeks to grow and shine.
So do not hesitate to ask candidates questions about their interests, even if they are not indicated on the resume. For example, if you are looking for a leader, find out if the candidate has a role in an association. If you want an open-minded profile, check to see if the candidate has already lived abroad.
Mad skills are more than just a fad
Recruiting candidates who have mad skills is becoming a habit in startups, VSEs/SMEs and large groups looking to differentiate themselves from the market. This makes it possible to overcome long and cumbersome processes that often prevent these original profiles from arising. Integrating atypical members and collaborators with rare skills into your team allows you to bring freshness and novelty to your teams. Imagine the value that a long-distance manager, a writer or an HR organist can bring... The skills they acquire by following their passions can be powerful assets when they are confronted in business with problems that require being creative and voluntary.
