{"id":26309,"date":"2025-12-15T06:30:23","date_gmt":"2025-12-15T06:30:23","guid":{"rendered":"https:\/\/hornet-conseil.fr\/?p=26309"},"modified":"2025-12-15T06:30:23","modified_gmt":"2025-12-15T06:30:23","slug":"comment-eviter-de-recruter-un-profil-qui-ressemble-trop-au-dirigeant","status":"publish","type":"post","link":"https:\/\/hornet-conseil.fr\/index.php\/2025\/12\/15\/comment-eviter-de-recruter-un-profil-qui-ressemble-trop-au-dirigeant\/","title":{"rendered":"Comment \u00e9viter de recruter un profil qui ressemble trop au dirigeant"},"content":{"rendered":"<blockquote>\n<p data-start=\"348\" data-end=\"420\"><span style=\"font-size: 1rem;\">Vouloir recruter quelqu\u2019un qui nous ressemble est humain, parfois inconscient.<\/span><\/p>\n<\/blockquote>\n<p data-start=\"424\" data-end=\"665\">C\u2019est rassurant, confortable\u2026 et souvent contre-productif.<br data-start=\"536\" data-end=\"539\" \/>Dans beaucoup de PME, ce biais est l\u2019une des causes silencieuses des recrutements qui n\u2019apportent pas le changement attendu.<\/p>\n<hr data-start=\"667\" data-end=\"670\" \/>\n<h3 data-start=\"672\" data-end=\"694\">Le pi\u00e8ge du miroir<\/h3>\n<p data-start=\"696\" data-end=\"745\">Quand un dirigeant recrute, il projette souvent :<\/p>\n<ul data-start=\"746\" data-end=\"855\">\n<li data-start=\"746\" data-end=\"773\">\n<p data-start=\"748\" data-end=\"773\">sa mani\u00e8re de travailler,<\/p>\n<\/li>\n<li data-start=\"774\" data-end=\"798\">\n<p data-start=\"776\" data-end=\"798\">son rapport au risque,<\/p>\n<\/li>\n<li data-start=\"799\" data-end=\"823\">\n<p data-start=\"801\" data-end=\"823\">son niveau d\u2019exigence,<\/p>\n<\/li>\n<li data-start=\"824\" data-end=\"855\">\n<p data-start=\"826\" data-end=\"855\">son histoire professionnelle.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"857\" data-end=\"949\">R\u00e9sultat :<br data-start=\"867\" data-end=\"870\" \/>on recrute un <strong data-start=\"884\" data-end=\"894\">double<\/strong>, l\u00e0 o\u00f9 l\u2019entreprise aurait besoin d\u2019un <strong data-start=\"934\" data-end=\"948\">compl\u00e9ment<\/strong>.<\/p>\n<hr data-start=\"951\" data-end=\"954\" \/>\n<h3 data-start=\"956\" data-end=\"998\">Quand la ressemblance devient un frein<\/h3>\n<p data-start=\"1000\" data-end=\"1041\">Un profil trop proche du dirigeant peut :<\/p>\n<ul data-start=\"1042\" data-end=\"1173\">\n<li data-start=\"1042\" data-end=\"1068\">\n<p data-start=\"1044\" data-end=\"1068\">\u00e9viter la contradiction,<\/p>\n<\/li>\n<li data-start=\"1069\" data-end=\"1105\">\n<p data-start=\"1071\" data-end=\"1105\">reproduire les m\u00eames angles morts,<\/p>\n<\/li>\n<li data-start=\"1106\" data-end=\"1146\">\n<p data-start=\"1108\" data-end=\"1146\">renforcer les d\u00e9s\u00e9quilibres existants,<\/p>\n<\/li>\n<li data-start=\"1147\" data-end=\"1173\">\n<p data-start=\"1149\" data-end=\"1173\">ralentir les arbitrages.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1175\" data-end=\"1263\">Ce n\u2019est pas un probl\u00e8me de comp\u00e9tence.<br data-start=\"1214\" data-end=\"1217\" \/>C\u2019est un probl\u00e8me de <strong data-start=\"1238\" data-end=\"1262\">diversit\u00e9 de lecture<\/strong>.<\/p>\n<hr data-start=\"1265\" data-end=\"1268\" \/>\n<blockquote data-start=\"1270\" data-end=\"1414\">\n<p data-start=\"1272\" data-end=\"1414\">\ud83d\udc53 Sur le cadrage du besoin en amont :<br data-start=\"1310\" data-end=\"1313\" \/><a class=\"decorated-link\" href=\"https:\/\/hornet-conseil.fr\/comment-clarifier-un-besoin-de-recrutement-avant-de-lancer-une-recherche\/\" target=\"_new\" rel=\"noopener\" data-start=\"1315\" data-end=\"1414\">https:\/\/hornet-conseil.fr\/comment-clarifier-un-besoin-de-recrutement-avant-de-lancer-une-recherche\/<\/a><\/p>\n<\/blockquote>\n<hr data-start=\"1416\" data-end=\"1419\" \/>\n<h3 data-start=\"1421\" data-end=\"1478\">Identifier ce qui manque vraiment dans l\u2019organisation<\/h3>\n<p data-start=\"1480\" data-end=\"1618\">Avant de recruter, il faut se poser une question simple :<br data-start=\"1537\" data-end=\"1540\" \/><strong data-start=\"1540\" data-end=\"1618\">qu\u2019est-ce que cette personne doit apporter que je n\u2019apporte pas moi-m\u00eame ?<\/strong><\/p>\n<p data-start=\"1620\" data-end=\"1636\">Cela peut \u00eatre :<\/p>\n<ul data-start=\"1637\" data-end=\"1758\">\n<li data-start=\"1637\" data-end=\"1653\">\n<p data-start=\"1639\" data-end=\"1653\">de la m\u00e9thode,<\/p>\n<\/li>\n<li data-start=\"1654\" data-end=\"1676\">\n<p data-start=\"1656\" data-end=\"1676\">de la structuration,<\/p>\n<\/li>\n<li data-start=\"1677\" data-end=\"1708\">\n<p data-start=\"1679\" data-end=\"1708\">de la rigueur op\u00e9rationnelle,<\/p>\n<\/li>\n<li data-start=\"1709\" data-end=\"1735\">\n<p data-start=\"1711\" data-end=\"1735\">une capacit\u00e9 \u00e0 dire non,<\/p>\n<\/li>\n<li data-start=\"1736\" data-end=\"1758\">\n<p data-start=\"1738\" data-end=\"1758\">un regard ext\u00e9rieur.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1760\" data-end=\"1816\">Si la r\u00e9ponse est floue, le risque de clonage est \u00e9lev\u00e9.<\/p>\n<hr data-start=\"1818\" data-end=\"1821\" \/>\n<h3 data-start=\"1823\" data-end=\"1875\">Accepter la diff\u00e9rence (m\u00eame quand elle d\u00e9range)<\/h3>\n<p data-start=\"1877\" data-end=\"1910\">Un bon recrutement cr\u00e9e parfois :<\/p>\n<ul data-start=\"1911\" data-end=\"1975\">\n<li data-start=\"1911\" data-end=\"1928\">\n<p data-start=\"1913\" data-end=\"1928\">de la friction,<\/p>\n<\/li>\n<li data-start=\"1929\" data-end=\"1946\">\n<p data-start=\"1931\" data-end=\"1946\">des d\u00e9saccords,<\/p>\n<\/li>\n<li data-start=\"1947\" data-end=\"1975\">\n<p data-start=\"1949\" data-end=\"1975\">des d\u00e9bats plus exigeants.<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1977\" data-end=\"2066\">Ce n\u2019est pas un dysfonctionnement.<br data-start=\"2011\" data-end=\"2014\" \/>C\u2019est souvent le signe que l\u2019organisation progresse.<\/p>\n<p data-start=\"2068\" data-end=\"2152\">\u00c9viter les profils \u201ctrop diff\u00e9rents\u201d par peur du conflit revient \u00e0 figer l\u2019existant.<\/p>\n<hr data-start=\"2154\" data-end=\"2157\" \/>\n<blockquote data-start=\"2159\" data-end=\"2330\">\n<p data-start=\"2161\" data-end=\"2330\">\ud83d\udc53 Sur l\u2019identification du r\u00f4le r\u00e9el derri\u00e8re un intitul\u00e9 de poste :<br data-start=\"2229\" data-end=\"2232\" \/><a class=\"decorated-link\" href=\"https:\/\/hornet-conseil.fr\/comment-identifier-le-role-reel-attendu-derriere-un-intitule-de-poste\/\" target=\"_new\" rel=\"noopener\" data-start=\"2234\" data-end=\"2330\">https:\/\/hornet-conseil.fr\/comment-identifier-le-role-reel-attendu-derriere-un-intitule-de-poste\/<\/a><\/p>\n<\/blockquote>\n<hr data-start=\"2332\" data-end=\"2335\" \/>\n<h3 data-start=\"2337\" data-end=\"2384\">Recruter pour \u00e9quilibrer, pas pour rassurer<\/h3>\n<p data-start=\"2386\" data-end=\"2457\">Un recrutement r\u00e9ussi ne te ressemble pas forc\u00e9ment.<br data-start=\"2438\" data-end=\"2441\" \/>Il <strong data-start=\"2444\" data-end=\"2456\">compl\u00e8te<\/strong>.<\/p>\n<p data-start=\"2459\" data-end=\"2502\">Moins d\u2019ego.<br data-start=\"2471\" data-end=\"2474\" \/>Plus de solidit\u00e9 collective.<\/p>\n<hr data-start=\"2504\" data-end=\"2507\" \/>\n<h3 data-start=\"2509\" data-end=\"2520\">Alors ?<\/h3>\n<p data-start=\"2522\" data-end=\"2641\">Recruter quelqu\u2019un qui pense comme toi, c\u2019est confortable.<br data-start=\"2580\" data-end=\"2583\" \/>Recruter quelqu\u2019un qui pense autrement, c\u2019est strat\u00e9gique.<\/p>\n<blockquote data-start=\"2643\" data-end=\"2797\">\n<p data-start=\"2645\" data-end=\"2797\">\ud83d\ude80 Si tu veux s\u00e9curiser un recrutement sans tomber dans le pi\u00e8ge du miroir, on peut en parler simplement : <a class=\"decorated-link\" href=\"https:\/\/calendar.app.google\/qvuUQS8DmtvGahpy5\" target=\"_new\" rel=\"noopener\" data-start=\"2752\" data-end=\"2797\">https:\/\/calendar.app.google\/qvuUQS8DmtvGahpy5<\/a><\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"<p>Vouloir recruter quelqu\u2019un qui nous ressemble est humain, parfois inconscient. C\u2019est rassurant, confortable\u2026 et souvent contre-productif.Dans beaucoup de PME, ce biais est l\u2019une des causes silencieuses des recrutements qui n\u2019apportent pas le changement attendu. Le pi\u00e8ge du miroir Quand un dirigeant recrute, il projette souvent : sa mani\u00e8re de travailler, son rapport au risque, son [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":26069,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,15],"tags":[],"class_list":["post-26309","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-consulting","category-recrutement-consulting"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Comment \u00e9viter de recruter un profil qui ressemble trop au dirigeant - HoRnet Conseil<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hornet-conseil.fr\/index.php\/2025\/12\/15\/comment-eviter-de-recruter-un-profil-qui-ressemble-trop-au-dirigeant\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Comment \u00e9viter de recruter un profil qui ressemble trop au dirigeant - HoRnet Conseil\" \/>\n<meta property=\"og:description\" content=\"Vouloir recruter quelqu\u2019un qui nous ressemble est humain, parfois inconscient. 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C\u2019est rassurant, confortable\u2026 et souvent contre-productif.Dans beaucoup de PME, ce biais est l\u2019une des causes silencieuses des recrutements qui n\u2019apportent pas le changement attendu. 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