Recruiters, do you know the mad skills, the original skills of candidates?

By Maëlys De Santis

Published: February 20, 2025

Standing out from the crowd has become a necessity in a professional world where everyone wants to stand out from the crowd. Hard skills and soft skills are the order of the day, but another type of talent, no less important, is gaining ground: mad skills.

These unusual skills, often cultivated far from traditional career paths, are not just a touch of eccentricity. They are of real interest to recruiters and their companies, because they embody adaptability, creativity and, above all, the potential for innovation.

Ready to discover how these atypical talents can explode a career... or revolutionize your recruiting? Let's get started! 🪄

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What are mad skills?

Mad skills: definition

Mad skills refer to original skills acquired outside conventional career paths. Unlike hard skills (technical skills) and soft skills (interpersonal skills), they emerge from atypical experiences.

These talents can come from a variety of fields, such as :

sport (competition, mental stamina),
art (creativity, aesthetic sense),
volunteering (leadership, commitment).

What makes them unique? They embody authenticity, adaptability, and a different vision that inspires innovation. In a world where the ordinary is no longer enough, mad skills enrich companies and can make all the difference when it comes to landing a job.

In short, these are the little (or big) hidden talents, and they could well change the game. 🎨🏆

How can mad skills be translated into French?

There's no perfect translation for mad skills in French. We could call them atypical skills or talents outside the norm, but no expression fully captures their spirit.

The English term emphasizes their daring, almost "mad" side. In French, the main idea remains the same: they're rare, original skills that think outside the box and add real value. ✨

Whether we call them mad skills or otherwise, their impact remains undeniable in the professional world!

What are the differences between hard skills, soft skills and mad skills?

Hard skills are technical or methodological skills acquired through training, diplomas or professional experience. They are intrinsic to a profession. Examples: mastering software, speaking a foreign language or managing a project.
Soft skills are relational or behavioral competencies that concern the way we interact with others. Examples: leadership, empathy, stress management.
Mad skills, as we saw earlier, are characterized by their originality and atypical character. They often stem from personal or non-professional experience. Examples: theatrical improvisation, role-playing design, or extreme sporting adventures.

👉 To sum up:

Hard skills are learned,
Soft skills are assessed,
Mad skills are revealed and make all the difference!

Advantages and limitations of mad skills

Advantages of mad skills

They enrich teams with a diversity of skills and perspectives, encouraging innovation.
They enable you to identify unique profiles in a competitive market.
These talents are essential for evolving in unpredictable or rapidly changing environments, as they often adapt quickly and well.

The limits of mad skills

Despite their advantages, mad skills have a number of limitations:

They do not replace the technical skills that are essential for certain positions.
Their analysis often depends on the biases of the evaluator, which can be detrimental to their recognition.
Poor management of these skills can create tension in a team.

[List] 8 examples of mad skills for recruiters to spot

Mad skills enrich a team by bringing unique perspectives and skills. Here are some detailed examples with concrete corporate applications:

Sports leadership

Top-level athletes develop qualities such as pressure management, discipline and teamwork. They know how to motivate a group towards a common goal.

💡 Example of corporate application:

A former rugby team captain can excel at managing cross-functional projects, uniting dispersed teams around a common goal while maintaining strong cohesion.

Digital creativity

Managing a YouTube channel or blog requires skills in design, video editing, storytelling and content strategy.

💡Example corporate application:

A candidate who has created a YouTube channel on technology tutorials could design interactive training for a company, boosting employee engagement.

Globetrotter resilience

Experienced travelers know how to adapt to multicultural environments, handle the unexpected, and find creative solutions to complex problems.

💡Example corporate application:

An employee who has traveled to high-risk areas could excel in negotiating and setting up in new international markets thanks to his or her adaptability.

Entrepreneurial spirit

Creating a start-up or personal project demonstrates strong autonomy, a sense of strategy, and the ability to take measured risks.

💡Example ofcorporate application:

A former entrepreneur can initiate continuous improvement processes in an SME, identify growth opportunities and lead innovation projects.

Self-taught programming

Learning to code on your own proves an ability to assimilate complex concepts quickly and a passion for technology.

💡Examplebusiness application:

A self-taught programmer can automate repetitive tasks or improve internal tools, even in a company without a dedicated IT team.

Artistic creation

Composing music, painting or acting in theatrical productions develops aesthetic sensitivity and skills in creative expression.

💡Examplecorporate application:

A musician could be a key resource for designing immersive experiences, for example for a product launch or corporate event.

Involvement in associations

Founding or running an association requires leadership, organization and empathy. These experiences also reflect a strong ability to manage limited resources.

💡Example ofcorporate application:

A candidate who has led a humanitarian association could excel in partnership management or corporate CSR communications.

Exploring new technologies

Being an innovation enthusiast, testing and adopting tools before others, reflects a forward-thinking and curious spirit.

💡Examplebusiness application:

An early adopter of AI solutions could help the company identify and implement productivity-enhancing tools, before the competition does.

Integrate mad skills into the recruitment process

Mention that you value atypical skills in your job descriptions. Add examples or contexts where they can make a difference.
Use case studies or practical exercises to observe these skills in action. Include questions that encourage candidates to talk about their atypical experiences.
Involve several interviewees to analyze mad skills from different angles. This limits bias and enriches the assessment.
Create a caring environment where candidates feel free to share their unique talents.

And during the interview:

Use the STAR method (Situation, Task, Action, Result): ask them to structure their answers to better analyze their experiences.
Ask open-ended questions: "Tell me about a unique experience that has marked your career path."
Adapt your criteria: Adjust your evaluation grid to include indicators aligned with your culture and vision.

Tips for candidates on identifying and using your mad skills

Step one: identify your mad skills.

Explore your passions. Your hobbies or extra-professional commitments often hide unique skills.
Reassess your achievements: for example, think about the atypical projects or challenges you've taken on.
People close to you or mentors can spot talents you may not be aware of. Ask for an outside opinion!

Step 2: Add value .

On your CV: Create a dedicated section with concrete, quantifiable examples. Example: "Created a blog that generated 20,000 monthly visits."
In interviews: Use anecdotes and structure your answers using the STAR method.

With these simple actions, your mad skills will become a major asset in impressing recruiters. 🤓