Finding that rare gem for your team

September is here, and with it comes a slew of new projects, job openings, and sometimes the need to rebuild teams. In a tight market where qualified talent is scarce, the task can seem daunting: how do you attract the right person, someone who will strengthen the team dynamic and not just “fill a slot”? 

It's tempting to look for the perfect profile. However, this is rarely the best strategy. 

The perfect candidate doesn't exist… 

But you don’t need perfection! 

Who hasn't dreamed of finding THE candidate who ticks (almost) all the boxes: someone with 10 years of experience, bilingual, a seasoned specialist, ready to hit the ground running? However, in pursuing this mirage, many teams overlook promising candidates: those who don't (yet) have the perfect resume, but who are brimming with curiosity, motivation, and initiative.

The central question is no longer “how to achieve perfection,” but rather, “What talent will truly create value, energize my team, and enrich our customer relationships?”

To succeed in this endeavor, there are two key steps:

• Clarify what is absolutely essential, i.e., the technical skills vital to the position, the values that fit with the organization's DNA, and the ability to work collaboratively. 
• Identify where you can be flexible, such as your requirements for continuing education, your openness to different experiences, or your tolerance for learning on the job. 

This flexible approach opens the door to atypical profiles: an employee in the midst of a career change, a motivated young graduate ready to excel, or a seasoned expert looking for a more balanced pace.

Agility, in this case, becomes a powerful weapon. You are no longer looking for a fixed model, but rather a personality capable of integrating, learning quickly, thriving... and helping others grow.

Tell your story  

Today, a good salary is no longer enough. Candidates are looking for a career path and a culture in which to anchor themselves. In other words, they want to know why they should choose your team over another.

Three levers of attractiveness that you can activate: 

• Highlight the culture and values of the organization. How does the team collaborate? What role does the customer play? How do members help each other to progress collectively? 
• Highlight successes and career paths: tell real stories, celebrate successful projects, and shine a light on internal mobility and original initiatives. Nothing speaks louder than an authentic employee testimonial or the highly satisfied customer. 
• Offer a distinctive work experience. Whether it's flexible hours, work-life balance, or the opportunity to develop new skills, all these factors weigh heavily in the minds of professionals looking for a career where they can invest themselves, grow, and find long-term fulfillment. 

And consistency is essential. It's not enough to talk about it. These initiatives must be translated into action every day, at all levels of the organization. So, make sure these messages resonate in everyday life. A fulfilled employee or a satisfied customer is your best calling card. 

Think outside the box... and be innovative 

The insurance market, in particular, poses a major challenge: specialized profiles, increased competition for existing talent, and a lack of student recruits. In this context, innovation becomes key. 

Here are a few concrete ideas: 

Mobilize your networks: encourage your teams to recommend people they trust.

• Cultivate the next generation: forge links with schools, offer internships, mentoring, and collaborative projects. 
• Be bold with atypical profiles: a lawyer, financier, or banker can bring unexpected transferable skills to the table. 
• Be visible in the ecosystem: events, forums, and conferences are all places to meet passionate professionals. 
• Use digital technology intelligently: LinkedIn, specialized communities, authentic content about your team's life. 

In conclusion, aim for agility, not a fixed ideal

Rather than searching for the ideal candidate at all costs, adopting a flexible and open approach is a strong strategic choice. By diversifying profiles and focusing on potential as much as experience, you strengthen your ability to respond to market challenges and innovate on a daily basis.

Agility, curiosity, and cohesion: these are the real drivers of sustainable performance.