{"id":48152,"date":"2026-06-11T13:00:00","date_gmt":"2026-06-11T13:00:00","guid":{"rendered":"https:\/\/easec.eu\/?p=48152"},"modified":"2026-07-22T13:56:06","modified_gmt":"2026-07-22T13:56:06","slug":"certification-des-competences-transversales","status":"publish","type":"post","link":"https:\/\/easec.eu\/fr\/soft-skills-certification\/","title":{"rendered":"Certifier les soft skills : le probl\u00e8me que personne ne r\u00e9sout"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"48152\" class=\"elementor elementor-48152\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e1ffd33 e-flex e-con-boxed e-con e-parent\" data-id=\"e1ffd33\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5664b7b elementor-widget elementor-widget-text-editor\" data-id=\"5664b7b\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-5664b7b{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4a3e658 elementor-widget elementor-widget-text-editor\" data-id=\"4a3e658\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-4a3e658{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-48b7e25 elementor-widget elementor-widget-text-editor\" data-id=\"48b7e25\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-48b7e25{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-83125af elementor-widget elementor-widget-text-editor\" data-id=\"83125af\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-83125af{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c443a0f elementor-widget elementor-widget-text-editor\" data-id=\"c443a0f\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Deux candidats entrent en entretien. Tous deux sont titulaires du m\u00eame dipl\u00f4me, ont un parcours similaire et affirment, sur leur CV, qu&#8217;ils \u00ab travaillent bien en \u00e9quipe \u00bb, qu&#8217;ils sont \u00ab des leaders naturels \u00bb et qu&#8217;ils \u00ab s&#8217;adaptent facilement au changement \u00bb. Le recruteur a devant lui deux documents pratiquement identiques sur ce qui compte le plus pour lui. Comment distinguer le vrai du faux ?<\/p>\n<p>Il ne peut pas. Et c&#8217;est pr\u00e9cis\u00e9ment l\u00e0 que r\u00e9side le probl\u00e8me.<\/p>\n<p>Les soft skills occupent depuis plus d&#8217;une d\u00e9cennie le c\u0153ur du d\u00e9bat sur les talents. Pourtant, certifier les soft skills avec un standard reconnu reste une pratique marginale. Cet article explique pourquoi il s&#8217;agit d&#8217;un probl\u00e8me structurel \u2014 et non individuel \u2014 et ce qui a chang\u00e9 avec l&#8217;\u00e9mergence de r\u00e9f\u00e9rentiels europ\u00e9ens comme ESCO, l&#8217;EQF et Europass, qui rendent d\u00e9sormais possible la v\u00e9rification r\u00e9elle des comp\u00e9tences transversales.<\/p>\n<h2>Le CV qui ment sans mentir<\/h2>\n<p>Personne ne ment lorsqu&#8217;il \u00e9crit \u00ab excellentes capacit\u00e9s de communication \u00bb sur son CV. Le probl\u00e8me est qu&#8217;avec ces mots, personne ne peut non plus dire une v\u00e9rit\u00e9 v\u00e9rifiable. Ce sont des affirmations qu&#8217;on ne peut ni r\u00e9futer ni confirmer. Elles figurent sur les CV parce que le syst\u00e8me les exige et parce que, jusqu&#8217;\u00e0 r\u00e9cemment, il n&#8217;existait pas d&#8217;alternative op\u00e9rationnelle.<\/p>\n<p>Il en r\u00e9sulte un paradoxe que tout recruteur conna\u00eet bien : plus une comp\u00e9tence est importante pour le poste, moins il dispose d&#8217;informations fiables sur elle avant l&#8217;entretien.<\/p>\n<h3>Le paradoxe que tout recruteur conna\u00eet<\/h3>\n<p>Un candidat anglophone peut prouver son niveau avec un B2 du CECRL. Un chef de projet peut pr\u00e9senter sa certification PMP. Un d\u00e9veloppeur dispose de certifications AWS, Microsoft ou Google que n&#8217;importe quelle entreprise dans le monde peut v\u00e9rifier en quelques secondes. Mais quelqu&#8217;un qui affirme poss\u00e9der une intelligence \u00e9motionnelle d\u00e9velopp\u00e9e, un sens du leadership affirm\u00e9 ou un esprit critique aiguis\u00e9 n&#8217;a aucun \u00e9quivalent reconnu auquel se r\u00e9f\u00e9rer. Sa seule preuve, c&#8217;est sa propre parole \u2014 ou, dans le meilleur des cas, l&#8217;opinion subjective d&#8217;un ancien responsable sur LinkedIn.<\/p>\n<p>Ce vide n&#8217;est pas anecdotique. Il est \u00e0 l&#8217;origine d&#8217;une grande partie de la frustration que l&#8217;on observe aujourd&#8217;hui dans les processus de recrutement : des employeurs qui ne trouvent pas ce qu&#8217;ils cherchent, et des professionnels qui n&#8217;arrivent pas \u00e0 d\u00e9montrer ce qu&#8217;ils valent.<\/p>\n<h2>Un foss\u00e9 consid\u00e9rable, que les donn\u00e9es confirment<\/h2>\n<p>Ce probl\u00e8me n&#8217;est pas marginal. Selon <a href=\"https:\/\/www.weforum.org\/publications\/the-future-of-jobs-report-2025\/\">le rapport Future of Jobs 2025 du Forum \u00c9conomique Mondial<\/a>, 63 % des employeurs \u00e0 l&#8217;\u00e9chelle mondiale identifient l&#8217;\u00e9cart de comp\u00e9tences comme leur principal frein \u00e0 la transformation de leur organisation. Et 39 % des comp\u00e9tences actuelles de la main-d&#8217;\u0153uvre se transformeront ou deviendront obsol\u00e8tes d&#8217;ici 2030.<\/p>\n<p>En France, le constat est tout aussi pr\u00e9occupant. Selon l&#8217;APEC, les comp\u00e9tences comportementales figurent parmi les trois premiers crit\u00e8res de s\u00e9lection des cadres \u2014 devant certaines comp\u00e9tences techniques. La DARES souligne r\u00e9guli\u00e8rement la difficult\u00e9 des recruteurs \u00e0 objectiver l&#8217;\u00e9valuation de ces comp\u00e9tences avant l&#8217;embauche. Et selon France Comp\u00e9tences, le d\u00e9veloppement des comp\u00e9tences transversales constitue l&#8217;un des axes prioritaires de la politique nationale de formation professionnelle.<\/p>\n<p>Le constat le plus r\u00e9v\u00e9lateur est le suivant : la majorit\u00e9 des employeurs accordent la priorit\u00e9 \u00e0 ce qu&#8217;ils sont le moins en mesure de v\u00e9rifier. Ils recherchent des soft skills, mais ne disposent pas d&#8217;outils fiables pour les \u00e9valuer avant de recruter. Les d\u00e9cisions d&#8217;embauche reposent donc sur l&#8217;intuition de l&#8217;intervieweur, sur des tests comportementaux rarement standardis\u00e9s, ou sur des r\u00e9f\u00e9rences qui arrivent tard et avec des biais.<\/p>\n<p>Pour les personnes en recherche d&#8217;emploi, la situation est tout aussi complexe. Sans certification pour attester de leurs comp\u00e9tences interpersonnelles, la validation des savoir-\u00eatre se r\u00e9duit \u00e0 raconter des anecdotes en entretien. Or, les anecdotes, aussi convaincantes soient-elles, ne franchissent pas les fronti\u00e8res facilement et ne s&#8217;int\u00e8grent pas dans les bases de donn\u00e9es de talents.<\/p>\n<h2>Les hard skills ont leur solution \u2014 pourquoi pas les soft skills ?<\/h2>\n<p>La r\u00e9ponse courte : parce que, pendant des d\u00e9cennies, personne n&#8217;a construit l&#8217;infrastructure n\u00e9cessaire. Les hard skills b\u00e9n\u00e9ficient de r\u00e9f\u00e9rentiels consolid\u00e9s, d&#8217;organismes certificateurs reconnus et de march\u00e9s qui les valorisent. Les soft skills n&#8217;avaient rien de comparable \u2014 jusqu&#8217;\u00e0 ce que les cadres europ\u00e9ens commencent \u00e0 combler ce vide.<\/p>\n<p>Le tableau ci-dessous illustre cette asym\u00e9trie :<\/p>\n<table>\n<thead>\n<tr>\n<th>Comp\u00e9tence (hard skill)<\/th>\n<th>Certification reconnue<\/th>\n<th>R\u00e9f\u00e9rentiel<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Langues<\/td>\n<td>Cambridge, DALF, TOEIC, IELTS<\/td>\n<td>CECRL (Conseil de l&#8217;Europe)<\/td>\n<\/tr>\n<tr>\n<td>Gestion de projet<\/td>\n<td>PMP, PRINCE2, CAPM<\/td>\n<td>PMI, Axelos<\/td>\n<\/tr>\n<tr>\n<td>Technologies cloud<\/td>\n<td>AWS Certified, Microsoft Azure<\/td>\n<td>AWS, Microsoft<\/td>\n<\/tr>\n<tr>\n<td>Comptabilit\u00e9 \/ Finance<\/td>\n<td>ACCA, CFA, CPA<\/td>\n<td>IFAC, CFA Institute<\/td>\n<\/tr>\n<tr>\n<td>Leadership<\/td>\n<td>Pas d&#8217;\u00e9quivalent universel<\/td>\n<td>Vide combl\u00e9 par ESCO\/EQF<\/td>\n<\/tr>\n<tr>\n<td>Travail en \u00e9quipe<\/td>\n<td>Pas d&#8217;\u00e9quivalent universel<\/td>\n<td>Vide combl\u00e9 par ESCO\/EQF<\/td>\n<\/tr>\n<tr>\n<td>Communication<\/td>\n<td>Pas d&#8217;\u00e9quivalent universel<\/td>\n<td>Vide combl\u00e9 par ESCO\/EQF<\/td>\n<\/tr>\n<tr>\n<td>Gestion des conflits<\/td>\n<td>Pas d&#8217;\u00e9quivalent universel<\/td>\n<td>Vide combl\u00e9 par ESCO\/EQF<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>La certification des comp\u00e9tences interpersonnelles n&#8217;existait pas en tant que concept op\u00e9rationnel au sens o\u00f9 existe un B2 en anglais. Non pas parce que les soft skills seraient moins importantes \u2014 les donn\u00e9es d\u00e9montrent le contraire \u2014 mais parce que certifier les soft skills n\u00e9cessitait une infrastructure que les syst\u00e8mes \u00e9ducatifs et du travail ont mis du temps \u00e0 construire. Cette infrastructure existe d\u00e9sormais.<\/p>\n<h2>Ce que change une certification adoss\u00e9e \u00e0 un cadre international<\/h2>\n<p>Accr\u00e9diter les soft skills avec un standard reconnu transforme quelque chose d&#8217;essentiel : cela convertit une affirmation subjective en preuve objective. Et la diff\u00e9rence entre les deux n&#8217;est pas cosm\u00e9tique \u2014 c&#8217;est la diff\u00e9rence entre \u00eatre cru et \u00eatre v\u00e9rifi\u00e9.<\/p>\n<p>Lorsqu&#8217;un badge num\u00e9rique de comp\u00e9tences est adoss\u00e9 \u00e0 un r\u00e9f\u00e9rentiel international, trois effets se produisent simultan\u00e9ment. Premi\u00e8rement, l&#8217;employeur peut confronter la comp\u00e9tence d\u00e9clar\u00e9e \u00e0 des descripteurs standardis\u00e9s, sans avoir \u00e0 se fier \u00e0 sa propre interpr\u00e9tation de ce que signifie \u00ab bon communiquant \u00bb. Deuxi\u00e8mement, la certification voyage : elle produit le m\u00eame sens \u00e0 Paris, \u00e0 Bruxelles ou \u00e0 Berlin. Troisi\u00e8mement, le professionnel dispose d&#8217;un actif concret qu&#8217;il peut pr\u00e9senter, partager et mettre \u00e0 jour tout au long de sa carri\u00e8re.<\/p>\n<p>La <a href=\"https:\/\/easec.eu\/fr\/\">certification europ\u00e9enne de soft skills d&#8217;EASEC<\/a> s&#8217;inscrit exactement dans cette logique. Elle n&#8217;\u00e9value pas si quelqu&#8217;un \u00ab semble \u00bb \u00eatre un bon communiquant. Elle mesure des comp\u00e9tences sp\u00e9cifiques avec rigueur psychom\u00e9trique, les cartographie sur des descripteurs internationaux et d\u00e9livre une certification v\u00e9rifiable que toute organisation peut contr\u00f4ler.<\/p>\n<h3>ESCO, EQF et Europass comme infrastructure de v\u00e9rification<\/h3>\n<p>Le socle technique de tout cela repose sur trois r\u00e9f\u00e9rentiels compl\u00e9mentaires d\u00e9velopp\u00e9s par l&#8217;Union europ\u00e9enne :<\/p>\n<p><a href=\"https:\/\/esco.ec.europa.eu\/\">La classification ESCO de la Commission europ\u00e9enne<\/a> est le catalogue officiel des comp\u00e9tences, aptitudes et professions de l&#8217;UE. Elle d\u00e9finit avec pr\u00e9cision ce que signifie chaque comp\u00e9tence, quels descripteurs la composent et comment elle s&#8217;articule avec les autres. Lorsqu&#8217;une certification affirme \u00e9valuer la \u00ab r\u00e9solution de probl\u00e8mes complexes \u00bb, ESCO \u00e9tablit exactement ce que cela recouvre, sans ambigu\u00eft\u00e9.<\/p>\n<p><a href=\"https:\/\/europass.europa.eu\/fr\/description-eight-eqf-levels\">Les niveaux du Cadre Europ\u00e9en des Certifications (EQF)<\/a> ajoutent la dimension de profondeur : \u00e0 quel niveau de ma\u00eetrise se situe une personne pour chaque comp\u00e9tence, du niveau d\u00e9butant au niveau expert. Cela permet \u00e0 une certification de communiquer non seulement ce que sait faire une personne, mais jusqu&#8217;\u00e0 quel point elle le ma\u00eetrise.<\/p>\n<p>Europass, enfin, est le syst\u00e8me qui rend ces certifications portables et interop\u00e9rables dans l&#8217;ensemble de l&#8217;espace europ\u00e9en. Une certification align\u00e9e sur ESCO et l&#8217;EQF, \u00e9mise sous l&#8217;\u00e9gide d&#8217;Europass, ne n\u00e9cessite aucune traduction ni r\u00e9interpr\u00e9tation lorsqu&#8217;elle franchit une fronti\u00e8re.<\/p>\n<p>Pour comprendre en d\u00e9tail comment EASEC cartographie chaque comp\u00e9tence sur les descripteurs officiels d&#8217;ESCO, consultez <a href=\"https:\/\/easec.eu\/fr\/\">l&#8217;alignement technique EASEC-ESCO<\/a>.<\/p>\n<h2>De comp\u00e9tence invisible \u00e0 certification v\u00e9rifiable<\/h2>\n<p>L&#8217;effet concret de la certification des soft skills avec ce type de r\u00e9f\u00e9rentiel n&#8217;est pas seulement formel. Il a des r\u00e9percussions mesurables sur la trajectoire professionnelle.<\/p>\n<p>Selon <a href=\"https:\/\/blog.coursera.org\/new-stanford-study\/\">une \u00e9tude randomis\u00e9e de Stanford GSB et de la Northeastern University publi\u00e9e en 2025<\/a>, les professionnels ayant partag\u00e9 des micro-certifications v\u00e9rifiables sur LinkedIn ont \u00e9t\u00e9 6 % plus susceptibles de d\u00e9clarer avoir trouv\u00e9 un nouvel emploi dans les douze mois suivants. L&#8217;effet s&#8217;est amplifi\u00e9 chez ceux qui ne disposaient pas de certifications traditionnelles ou d&#8217;un parcours professionnel solide, avec une augmentation de 11 % de l&#8217;employabilit\u00e9 pour les profils les moins bien dot\u00e9s au d\u00e9part. La raison sous-jacente est claire : une certification v\u00e9rifiable r\u00e9duit la friction du processus de s\u00e9lection. Le recruteur n&#8217;a plus \u00e0 deviner, \u00e0 croiser des r\u00e9f\u00e9rences ni \u00e0 se fier uniquement \u00e0 son intuition lors d&#8217;un entretien de 45 minutes.<\/p>\n<p>Pour les organisations, le b\u00e9n\u00e9fice est sym\u00e9trique. La validation structur\u00e9e des comp\u00e9tences comportementales permet de comparer les candidats selon des crit\u00e8res objectifs, de constituer des \u00e9quipes aux profils compl\u00e9mentaires document\u00e9s et de fonder les d\u00e9cisions de promotion interne sur des preuves concr\u00e8tes \u2014 et non sur l&#8217;anciennet\u00e9 ou la perception subjective.<\/p>\n<p>Tout cela vaut \u00e9galement pour la mont\u00e9e en comp\u00e9tences et la reconversion des collaborateurs en poste. Si une entreprise conna\u00eet avec pr\u00e9cision le niveau de comp\u00e9tences transversales de ses \u00e9quipes \u2014 non par auto-\u00e9valuation, mais par certification \u2014, elle peut concevoir des plans de d\u00e9veloppement pr\u00e9cis et mesurables.<\/p>\n<p>Pour approfondir les raisons pour lesquelles les soft skills p\u00e8sent aujourd&#8217;hui plus que jamais dans les processus de recrutement, <a href=\"https:\/\/easec.eu\/fr\/\">cette analyse sur soft skills et hard skills<\/a> le d\u00e9veloppe avec des donn\u00e9es de march\u00e9 r\u00e9centes.<\/p>\n<h2>Questions fr\u00e9quentes sur la certification des soft skills<\/h2>\n<p><strong>Que signifie concr\u00e8tement certifier ses soft skills avec un r\u00e9f\u00e9rentiel international ?<\/strong><\/p>\n<p>Cela signifie que l&#8217;\u00e9valuation de vos comp\u00e9tences interpersonnelles est r\u00e9alis\u00e9e avec des instruments psychom\u00e9triques valid\u00e9s, que les r\u00e9sultats sont cartographi\u00e9s sur les descripteurs d&#8217;un standard reconnu institutionnellement \u2014 comme ESCO ou l&#8217;EQF \u2014 et que la certification qui en r\u00e9sulte est v\u00e9rifiable par des tiers. Il ne s&#8217;agit pas d&#8217;une formation sanctionn\u00e9e par une attestation de pr\u00e9sence. C&#8217;est une \u00e9valuation de comp\u00e9tences adoss\u00e9e \u00e0 une reconnaissance institutionnelle, comparable \u00e0 ce qui existe pour les langues ou les certifications techniques.<\/p>\n<p><strong>Une certification de soft skills est-elle reconnue en dehors de la France ou de mon pays ?<\/strong><\/p>\n<p>Oui, si elle est align\u00e9e sur des r\u00e9f\u00e9rentiels europ\u00e9ens tels qu&#8217;ESCO, l&#8217;EQF et Europass. Ces cadres sont reconnus par les syst\u00e8mes \u00e9ducatifs et du travail des 27 \u00c9tats membres de l&#8217;UE et b\u00e9n\u00e9ficient d&#8217;une pr\u00e9sence croissante \u00e0 l&#8217;international. Une certification fond\u00e9e sur ces standards ne n\u00e9cessite aucune r\u00e9interpr\u00e9tation lorsqu&#8217;elle franchit une fronti\u00e8re : son langage est le m\u00eame sur tous les march\u00e9s qui op\u00e8rent avec ces r\u00e9f\u00e9rentiels.<\/p>\n<p><strong>En quoi une certification de soft skills diff\u00e8re-t-elle d&#8217;un test de personnalit\u00e9 ou d&#8217;un bilan de comp\u00e9tences ?<\/strong><\/p>\n<p>Ce sont des outils aux finalit\u00e9s distinctes. Un test de personnalit\u00e9 d\u00e9crit des traits stables (tendances, pr\u00e9f\u00e9rences). Un bilan de comp\u00e9tences, au sens de la l\u00e9gislation fran\u00e7aise, est un dispositif d&#8217;orientation professionnelle qui \u00e9value l&#8217;ensemble du parcours d&#8217;une personne pour l&#8217;aider \u00e0 construire un projet professionnel. Une certification de comp\u00e9tences transversales, en revanche, mesure le niveau de ma\u00eetrise de comp\u00e9tences sp\u00e9cifiques dans des contextes professionnels concrets, produit une certification portable et v\u00e9rifiable, et est con\u00e7ue pour fournir une information pertinente dans les processus de recrutement, de d\u00e9veloppement professionnel et d&#8217;enseignement sup\u00e9rieur. La certification ne dit pas \u00ab voil\u00e0 qui vous \u00eates \u00bb, mais \u00ab voici ce que vous d\u00e9montrez savoir faire, et \u00e0 quel niveau \u00bb.<\/p>\n<h2>Conclusion<\/h2>\n<p>Le march\u00e9 du travail r\u00e9clame depuis des ann\u00e9es des soft skills tout en manquant d&#8217;outils pour les v\u00e9rifier. Cette asym\u00e9trie a des co\u00fbts bien r\u00e9els : des recrutements fond\u00e9s sur l&#8217;intuition, des professionnels qui peinent \u00e0 d\u00e9montrer leur valeur ajout\u00e9e et des organisations qui investissent dans la formation sans savoir d&#8217;o\u00f9 partent leurs \u00e9quipes.<\/p>\n<p>La bonne nouvelle est que l&#8217;infrastructure pour r\u00e9soudre ce probl\u00e8me existe d\u00e9sormais. ESCO d\u00e9finit les comp\u00e9tences. L&#8217;EQF \u00e9tablit les niveaux de ma\u00eetrise. Europass assure la portabilit\u00e9 des certifications. Et EASEC rend op\u00e9rationnel l&#8217;ensemble de ce r\u00e9f\u00e9rentiel pour que toute personne ou institution puisse certifier les soft skills avec rigueur, validit\u00e9 internationale et badges num\u00e9riques v\u00e9rifiables.<\/p>\n<p>Si vous souhaitez conna\u00eetre votre niveau de comp\u00e9tences, ou si vous cherchez \u00e0 doter votre organisation d&#8217;une politique de gestion des talents fond\u00e9e sur des donn\u00e9es probantes, le point de d\u00e9part se trouve sur <a href=\"https:\/\/easec.eu\/fr\/\">la certification europ\u00e9enne de comp\u00e9tences transversales d&#8217;EASEC<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c66238f elementor-widget elementor-widget-text-editor\" data-id=\"c66238f\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-c66238f{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3f978e6 elementor-widget elementor-widget-text-editor\" data-id=\"3f978e6\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-3f978e6{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Les comp\u00e9tences transversales sont les plus recherch\u00e9es et les moins v\u00e9rifiables. D\u00e9couvrez pourquoi les certifier conform\u00e9ment aux cadres europ\u00e9ens peut transformer votre profil professionnel.<\/p>","protected":false},"author":2,"featured_media":48153,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,199,290,280],"tags":[22,182,307,275,190,306],"class_list":["post-48152","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-easec","category-employability","category-human-resources","category-work","tag-easec","tag-european-certification","tag-people-analytics","tag-skills-gap","tag-soft-skills","tag-upskilling"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Soft Skills Certification: The Missing Standard in Modern Recruitment<\/title>\n<meta name=\"description\" content=\"Soft skills certification transforms subjective claims into verifiable evidence. 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