Atypical profile: a strength for the company?

For several years now, the term "atypical profile" has been appearing in the recruitment industry.

An "atypical" profile, as opposed to a "conventional" profile, is a profile that is outside the established standards for a given job: a candidate you simply wouldn't have thought of for the job you're offering.

Recruiters are still afraid to recruit someone who breaks the codes. This is too often associated with instability and an ever-changing mind.

However, recruiting an atypical profile can be an interesting choice for your company. Indeed, it can have skills and a global vision that will have a more positive impact on the company. This week, Meet My Job explains why hiring an atypical profile can be beneficial! 💙

1. He is looking for meaning more than a situation

To begin with, an atypical profile is a person in search of meaning. He will mainly focus on the nature of the job more than on rational attractions (salary, opportunities for development, various benefits, etc.).

Their disjointed and sometimes messy professional career is proof of this. They are looking for a job that aligns with their personal values and vision for the company.

This type of profile is interesting for recruiters because they are willing to make a few concessions if the missions suit them.

2. He has a different look at your business

A person with an atypical profile has a different background than a conventional one: he or she is an individual who thinks outside the box and has a varied professional background.

Having held various distinct positions, an atypical profile will have a different vision of the profession and the position for which he or she is applying.

So, this is someone who is more likely to have a fresh look at your business. He will be able to show curiosity and open-mindedness, personal qualities that are highly appreciated by recruiters!

In addition, with his different professional experiences, he will be able to provide advice and areas for improvement useful to his colleagues.

3. It's more likely to be versatile

As we have mentioned, an atypical profile has a professional career marked by training and various work experiences . This specificity therefore distinguishes it from a conventional profile.

He has been able to acquire many skills during his professional life. He is therefore able to occupy a position that requires versatility and to have several strings to his bow!

A real Swiss Army knife that will be more enriching for the company than a candidate who has a very long experience in a single equivalent position.

4. It adapts more easily

One of the most interesting qualities in an atypical profile is adaptability. Indeed, having experienced many sectors of activity and professions, he is able to adapt more easily to the requirements of a position.

Secondly, an atypical profile is able to learn quickly and acquire new skills.

This is a particularly useful quality in a rapidly changing job market!

5. He shows great motivation

Seeking to convince recruiters who are sometimes skeptical to recruit him, the atypical profile must show greater motivation.

Indeed, he does not have a classic background. He must therefore prove his skills and show that he is an asset to the company.

In addition, he applies for a job offer that is outside his traditional field of expertise. This proves that he likes to take on challenges and wants to discover a new job.

6. He is a real driving force for his team

With their varied professional background, the atypical profile has experienced many situations, both good and bad, in different fields, different companies and in different positions.

He is therefore better able to share his experience with his colleagues and help them find the right solutions, support them in the interest of the company!

7. It's just unique

Finally, hiring an atypical profile means having a person with a different profile from other employees on your team. Indeed, a successful company is one that manages to capitalize on the skills, experiences and differences of its employees. If the latter is made up only of conventional profiles, it will have more difficulty dealing with an unexpected situation .

Indeed, these profiles would in fact have similar reactions and solutions to this situation.

Having an atypical profile in your team would make it possible to break this homogeneity and bring a different vision and new ways of proceeding.

 Now you know what an atypical profile can bring to your team! However, never forget that it is best to recruit a candidate who matches what you are looking for and whose profile inspires you. He must be ready to move forward with you to maximize the chances of success of your business!

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