2023-11-30 08:31:29
Soft skills here, soft skills there: psychosocial skills seem to be the new key to the professional world. While there is no question of granting them any “magical” virtue, it must be recognized that these skills can act as levers in many respects. Do their identification and valuation have an impact on professional integration? Focus.
Soft skills, mobility and professional integration: the story has only just begun!
From 2018, France Stratégie and Pôle Emploi published a study entitled “ Work situations, transversal skills and mobility between professions “. In this working document, 16 distinct professional situations are identified: they are in fact at the heart of professions which apparently have nothing to do with each other. And yet… In the context of the work situations observed, similar skills come into play. However, most of the time, these are soft skills. These skills therefore act as “bridges”, or levers of professional mobility. If it is a question here of evolving from one profession or even one sector of activity to another, what about professional integration, which consists of allowing an active person to find a job?
In 2022, during the 2e Economic Inclusion Summit organized by the Mozaïk Foundation, the multiple representatives of associations or companies involved in the matter, and the Mozaïk Foundation itself, draw up the following observation: there is no shortage of digital tools, and neither are relevant approaches, for “ open » recruitment more to a variety of profiles[1]. It remains for organizations to equip themselves and/or adopt them – and to develop a systemic vision of economic inclusion. Among these favorable approaches, the promotion of soft skills holds the key.
Article 1 is committed to supporting young people who have difficulty accessing employment
As confided by the general director of the Mozaïk Foundation, Géraldine Plénier, at the end of the summit in 2022[2]“with equivalent diploma and equal skills, QPV scholarship holders or students[3] access employment much more slowly. Moreover, according to the National Observatory of Urban Policy (ONPV), the unemployment rate is 16% for BAC + 2 and above, within the QPV, compared to 6% in the surrounding neighborhoods.
It is to break this vicious circle that the Article 1 association – among others – has developed a digital platform, Jobready. Concretely, the digital tool translates life experiences into psychosocial skills. Summer job, community involvement, childhood leisure: each of these experiences demonstrates the mobilization of specific soft skills. The platform then provides a summary of the identified skills and allows them to be evaluated in order to obtain badges. These can be added to an application, and/or on their LinkedIn profile. The process does not stop there since the platform also allows you to write a cover letter or a CV – highlighting your soft skills –, to prepare for a job interview or to develop your professional network. So many steps to support the professional integration of its users, who access it free of charge.
When Harry Potter’s soft skills serve as an example
The Article 1 association recently highlighted the approach it deploys with young people via its Jobready platform, by illustrating it in a fun way. On LinkedIn, she offered a carousel[4] dedicated to the soft skills of the most famous wizard!
For Jobready, Harry Potter’s #1 psychosocial skill is… non-verbal communication. How can we not remember Harry, in The Prisoner of Askaban, bowing respectfully to the hippogriff to communicate with him? Another decisive soft skill of Harry: adaptability, which he demonstrates by being cautious and docile among the Dursleys – to a certain extent… -, but daring and committed at Hogwarts!
So why such a “census”? You should know that recruiters, who increasingly prioritize soft skills in their processes, mostly recognize that they do not have reliable methods for evaluating these skills. Therefore, it is up to the candidate to know how to highlight the psychosocial skills they have – in writing, on their CV, and also orally! By being able to recount certain life experiences in which he was able to mobilize this or that soft skill, it allows the recruiter to draw parallels with similar professional situations. As part of these, the future recruit will probably be able to re-mobilize the skills initially put into play in another context. And if the candidate discovers that he has the same soft skills as Harry Potter, perhaps his professional integration will take place far from the world of Muggles… Alohomora!
>> The main thing to remember:
The employability lever nature of soft skills was highlighted in 2018, notably via a study by France Stratégie & Pôle Emploi. By learning to identify and promote their soft skills, all categories of the population experiencing difficulties in professional integration equip themselves with arguments to put forward to their future employers. On the side of companies and recruiters, the promotion of soft skills makes it possible to broaden the selection to more varied profiles, and to refine it with relevance in a second step.
[1] This greater diversity of profiles includes young people looking for their first job, as well as people with disabilities and seniors.
[2] The 3rd Economic Inclusion Summit will take place on November 28, 2023 in Bercy.
[3] QPV: Priority neighborhoods of the City Policy.
[4] The LinkedIn carousel is a publication made up of several visuals that scroll one after the other. It can be a succession of photos or videos accompanied by texts. This format is both interactive and immersive.
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