{"id":1439,"date":"2026-08-07T15:41:49","date_gmt":"2026-08-07T15:41:49","guid":{"rendered":"https:\/\/humanli.com\/pourquoi-ladequation-culturelle-est-elle-importante-lors-du-recrutement-pour-une-equipe-en-pleine-croissance\/"},"modified":"2026-08-11T16:26:04","modified_gmt":"2026-08-11T16:26:04","slug":"pourquoi-ladequation-culturelle-est-elle-importante-lors-du-recrutement-pour-une-equipe-en-pleine-croissance","status":"publish","type":"post","link":"https:\/\/humanli.com\/fr\/pourquoi-ladequation-culturelle-est-elle-importante-lors-du-recrutement-pour-une-equipe-en-pleine-croissance\/","title":{"rendered":"Pourquoi l&rsquo;ad\u00e9quation culturelle est-elle importante lors du recrutement pour une \u00e9quipe en pleine croissance?"},"content":{"rendered":"<section class=\"l-section wpb_row height_large with_img\"><div class=\"l-section-img\" role=\"img\" aria-label=\"Blurry office background setting.\" data-img-width=\"2000\" data-img-height=\"700\" style=\"background-image: url(https:\/\/humanli.com\/wp-content\/uploads\/2025\/10\/7-metrics.jpg);\"><\/div><div class=\"l-section-overlay\" style=\"background:rgba(0,104,122,0.59)\"><\/div><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\">[vc_custom_heading text=\u00a0\u00bbPourquoi l&apos;ad\u00e9quation culturelle est-elle importante lors du recrutement pour une \u00e9quipe en pleine croissance?\u00a0\u00bb font_container=\u00a0\u00bbtag:h1|text_align:center\u00a0\u00bb css=\u00a0\u00bb%7B%22default%22%3A%7B%22color%22%3A%22_header_middle_bg%22%2C%22font-size%22%3A%2245px%22%2C%22line-height%22%3A%221%22%2C%22font-family%22%3A%22h3%22%2C%22font-weight%22%3A%22700%22%7D%2C%22laptops%22%3A%7B%22color%22%3A%22_header_middle_bg%22%2C%22font-size%22%3A%2240px%22%2C%22line-height%22%3A%221%22%2C%22font-family%22%3A%22h3%22%2C%22font-weight%22%3A%22700%22%7D%2C%22tablets%22%3A%7B%22color%22%3A%22_header_middle_bg%22%2C%22font-size%22%3A%2240px%22%2C%22line-height%22%3A%221%22%2C%22font-family%22%3A%22h3%22%2C%22font-weight%22%3A%22700%22%7D%2C%22mobiles%22%3A%7B%22color%22%3A%22_header_middle_bg%22%2C%22font-size%22%3A%2240px%22%2C%22line-height%22%3A%221%22%2C%22font-family%22%3A%22h3%22%2C%22font-weight%22%3A%22700%22%7D%7D\u00a0\u00bb]<div class=\"w-hwrapper valign_top align_center\"><div class=\"w-post-elm post_author us_custom_0402e9e3 has_text_color vcard author color_link_inherit\"><div class=\"post-author-meta\"><a href=\"https:\/\/humanli.com\/fr\/author\/parma\/\" class=\"post-author-name fn\">Parma Dutta<\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section><section class=\"l-section wpb_row height_medium\"><div class=\"l-section-h i-cf\"><div class=\"g-cols vc_row via_grid cols_3-1 laptops-cols_inherit tablets-cols_inherit mobiles-cols_1 valign_top type_default stacking_default\"><div class=\"wpb_column vc_column_container\"><div class=\"vc_column-inner\"><div class=\"wpb_text_column\"><div class=\"wpb_wrapper\"><h2><em>Le recrutement ax\u00e9 sur l\u2019ad\u00e9quation culturelle n\u2019est pas une approche \u00ab floue \u00bb : c\u2019est une approche strat\u00e9gique.<\/em><\/h2>\n<p><strong>Un candidat peut poss\u00e9der l&rsquo;exp\u00e9rience requise et pourtant \u00e9prouver des difficult\u00e9s parce que son style de travail ne correspond pas au mode de fonctionnement de l&rsquo;entreprise.<\/strong><\/p>\n<p><span>Pendant des ann\u00e9es, les d\u00e9cisions d\u2019embauche reposaient sur une question principale : cette personne est-elle capable d\u2019accomplir le travail?<\/span><\/p>\n<p><span>Aujourd\u2019hui, cette question ne suffit pas.<\/span><\/p>\n<p><span>Pour une entreprise en pleine croissance, chaque nouvelle embauche a une incidence qui va bien au-del\u00e0 de la simple production. Elle influe sur la mani\u00e8re dont les d\u00e9cisions sont prises, dont les \u00e9quipes communiquent, dont les probl\u00e8mes sont g\u00e9r\u00e9s et sur la rapidit\u00e9 avec laquelle l\u2019entreprise peut \u00e9voluer. <\/span><\/p>\n<p><span>L&rsquo;ad\u00e9quation culturelle ne consiste pas \u00e0 embaucher quelqu&rsquo;un qui vous pla\u00eet. Il s&rsquo;agit plut\u00f4t de s&rsquo;assurer qu&rsquo;il y a une ad\u00e9quation avec : <\/span><\/p>\n<ul>\n<li><span>Prise de d\u00e9cision<\/span><\/li>\n<li><span>Responsabilit\u00e9<\/span><\/li>\n<li><span>Communication<\/span><\/li>\n<li><span>Rythme<\/span><\/li>\n<li><span>Capacit\u00e9 d&rsquo;adaptation<\/span><\/li>\n<li><span>M\u00e9thodes de travail<\/span><\/li>\n<\/ul>\n<p><span>Lorsque cet alignement fait d\u00e9faut, les r\u00e9percussions se font rapidement sentir.<\/span><\/p>\n<h2><span>Le co\u00fbt r\u00e9el d\u2019une erreur<\/span><\/h2>\n<p><span>Les divergences culturelles se manifestent souvent au cours des premiers mois.<\/span><\/p>\n<p><span>L&#8217;employ\u00e9 peut avoir besoin de plus d&rsquo;encadrement que pr\u00e9vu. La communication devient difficile. Les commentaires sont mal interpr\u00e9t\u00e9s. Les gestionnaires consacrent davantage de temps \u00e0 r\u00e9soudre les probl\u00e8mes, et le reste de l&rsquo;\u00e9quipe commence \u00e0 prendre le relais.   <\/span><\/p>\n<p><span>Cela peut entra\u00eener :<\/span><\/p>\n<ul>\n<li><span>Baisse de la productivit\u00e9<\/span><\/li>\n<li><span>Baisse de l&rsquo;engagement<\/span><\/li>\n<li><span>Une plus grande d\u00e9pendance \u00e0 l&rsquo;\u00e9gard des gestionnaires<\/span><\/li>\n<li><span>Frustration au sein de l&rsquo;\u00e9quipe<\/span><\/li>\n<li><span>D\u00e9parts pr\u00e9matur\u00e9s<\/span><\/li>\n<\/ul>\n<p><span>Le remplacement d\u2019un employ\u00e9 peut co\u00fbter entre 50 % et 200 % de son salaire annuel, selon le poste et sa complexit\u00e9. <a href=\"https:\/\/www.forbes.com\/sites\/lizelting\/2025\/04\/24\/burnout-is-costing-businesses-millions-heres-what-leaders-can-do-about-it\/\">Forbes<\/a><\/span><\/p>\n<p><span>Le co\u00fbt ne se limite pas au recrutement. Il englobe \u00e9galement le temps consacr\u00e9 \u00e0 l\u2019int\u00e9gration, la perte de productivit\u00e9, les retards dans le travail, l\u2019attention que doit y consacrer la direction, ainsi que les r\u00e9percussions sur les clients et les employ\u00e9s. <\/span><\/p>\n<p><span>Les recherches men\u00e9es par Gallup montrent que les \u00e9quipes tr\u00e8s engag\u00e9es affichent une rentabilit\u00e9 sup\u00e9rieure de 23 % et une productivit\u00e9 des ventes sup\u00e9rieure de 18 % \u00e0 celles des \u00e9quipes moins engag\u00e9es. <a href=\"https:\/\/www.gallup.com\/workplace\/285674\/improve-employee-engagement-workplace.aspx\">Gallup<\/a><\/span><\/p>\n<p><span>Pour une PME, un seul mauvais choix de recrutement peut avoir des r\u00e9percussions sur l\u2019ensemble d\u2019un service. Il ne s\u2019agit pas seulement d\u2019un enjeu li\u00e9 aux ressources humaines. C\u2019est un risque pour l\u2019entreprise.  <\/span><\/p>\n<h2><span>L\u2019ad\u00e9quation culturelle ne signifie pas qu\u2019il faille embaucher des personnes semblables<\/span><\/h2>\n<p><span>C\u2019est l\u00e0 que de nombreuses entreprises commettent des erreurs en mati\u00e8re de recrutement ax\u00e9 sur la culture d\u2019entreprise.<\/span><\/p>\n<p><span>La \u00ab compatibilit\u00e9 culturelle \u00bb ne devrait jamais signifier embaucher des personnes ayant des personnalit\u00e9s, des parcours ou des opinions similaires. Cela engendre des pr\u00e9jug\u00e9s et limite l&rsquo;\u00e9mergence de nouvelles id\u00e9es. <\/span><\/p>\n<p><span>La meilleure approche consiste \u00e0 \u00e9valuer \u00e0 la fois l&rsquo;ad\u00e9quation culturelle et l&rsquo;apport culturel.<\/span><\/p>\n<h3><span>Ad\u00e9quation avec la culture d\u2019entreprise<\/span><\/h3>\n<p><span>L\u2019ad\u00e9quation culturelle correspond \u00e0 l\u2019alignement sur les m\u00e9thodes de travail fondamentales de l\u2019entreprise.<\/span><\/p>\n<p><span>Par exemple :<\/span><\/p>\n<ul>\n<li><span>Dans quels d\u00e9lais les d\u00e9cisions doivent-elles \u00eatre prises?<\/span><\/li>\n<li><span>Dans quelle mesure les commentaires sont-ils communiqu\u00e9s directement?<\/span><\/li>\n<li><span>Dans quelle mesure les employ\u00e9s devraient-ils s\u2019approprier leur travail?<\/span><\/li>\n<li><span>Comment l&rsquo;\u00e9quipe g\u00e8re-t-elle les d\u00e9saccords?<\/span><\/li>\n<li><span>Dans quelle mesure les gens doivent-ils \u00eatre \u00e0 l&rsquo;aise avec le changement?<\/span><\/li>\n<\/ul>\n<p><span>Les employ\u00e9s n\u2019ont pas besoin de penser tous de la m\u00eame fa\u00e7on. Mais ils doivent \u00eatre capables de travailler efficacement au sein d\u2019un m\u00eame milieu de travail. <\/span><\/p>\n<h3><span>Ajouter une culture<\/span><\/h3>\n<p><span>L&rsquo;apport culturel, c&rsquo;est ce que la personne apporte et que l&rsquo;entreprise ne poss\u00e8de pas encore.<\/span><\/p>\n<p><span>Cela peut notamment inclure :<\/span><\/p>\n<ul>\n<li><span>Exp\u00e9rience dans diff\u00e9rents secteurs d&rsquo;activit\u00e9<\/span><\/li>\n<li><span>Une nouvelle fa\u00e7on de r\u00e9soudre les probl\u00e8mes<\/span><\/li>\n<li><span>Une meilleure compr\u00e9hension de la client\u00e8le<\/span><\/li>\n<li><span>Diff\u00e9rentes perspectives culturelles ou professionnelles<\/span><\/li>\n<li><span>Des comp\u00e9tences qui renforcent l&rsquo;\u00e9quipe actuelle<\/span><\/li>\n<\/ul>\n<p><span>L&rsquo;ad\u00e9quation culturelle favorise l&rsquo;harmonisation. L&rsquo;apport culturel apporte des am\u00e9liorations. <\/span><\/p>\n<p><span>Les \u00e9quipes performantes ont besoin des deux.<\/span><\/p>\n<h2><span>Pourquoi la plupart des entreprises ont de la difficult\u00e9 \u00e0 \u00e9valuer leur culture d\u2019entreprise<\/span><\/h2>\n<p><span>De nombreuses entreprises affirment que la culture d\u2019entreprise est importante, mais ne pr\u00e9cisent pas en quoi elle se traduit concr\u00e8tement.<\/span><\/p>\n<p><span>Les intervieweurs s\u2019appuient alors sur des affirmations telles que :<\/span><\/p>\n<ul>\n<li><span>\u00ab J\u2019ai bien aim\u00e9 le candidat. \u00bb<\/span><\/li>\n<li><span>\u00ab Ils avaient une bonne attitude. \u00bb<\/span><\/li>\n<li><span>\u00ab Ils s\u2019int\u00e9greraient bien \u00e0 l\u2019\u00e9quipe. \u00bb<\/span><\/li>\n<li><span>\u00ab J\u2019avais un bon pressentiment \u00e0 leur sujet. \u00bb<\/span><\/li>\n<\/ul>\n<p><span>Il s&rsquo;agit l\u00e0 d&rsquo;impressions personnelles, et non de crit\u00e8res d&#8217;embauche.<\/span><\/p>\n<p><span>Ils peuvent \u00e9galement entra\u00eener des pr\u00e9jug\u00e9s. Un candidat peut sembler familier parce qu\u2019il communique de la m\u00eame mani\u00e8re que l\u2019intervieweur ou qu\u2019il a un parcours similaire. Cela ne signifie pas pour autant qu\u2019il soit la personne id\u00e9ale pour le poste ou pour l\u2019entreprise.  <\/span><\/p>\n<p><span>Une \u00e9tude publi\u00e9e par la Harvard Business Review montre que les entrevues non structur\u00e9es ne permettent pas de pr\u00e9dire efficacement le rendement. Les entrevues structur\u00e9es et les grilles d\u2019\u00e9valuation permettent de prendre des d\u00e9cisions d\u2019embauche plus coh\u00e9rentes.  <a href=\"https:\/\/hbr.org\/2016\/04\/how-to-take-the-bias-out-of-interviews\">Harvard Business Review<\/a><\/span><\/p>\n<p><span>La compatibilit\u00e9 culturelle n\u2019a de sens que si elle est clairement d\u00e9finie et \u00e9valu\u00e9e de la m\u00eame mani\u00e8re pour chaque candidat.<\/span><\/p>\n<h2><span>Comment \u00e9valuer l&rsquo;ad\u00e9quation culturelle<\/span><\/h2>\n<h3><span>1. D\u00e9finissez les comportements dont vous avez besoin<\/span><\/h3>\n<p><span>Des valeurs telles que la prise en charge, la collaboration et l\u2019agilit\u00e9 semblent int\u00e9ressantes, mais elles sont trop vagues en elles-m\u00eames.<\/span><\/p>\n<p><span>Transformez-les en comportements observables.<\/span><\/p>\n<p><span>Par exemple, la notion de propri\u00e9t\u00e9 peut signifier :<\/span><\/p>\n<ul>\n<li><span>D\u00e9tecter les probl\u00e8mes d\u00e8s leur apparition<\/span><\/li>\n<li><span>Agir sans attendre que les instructions soient r\u00e9p\u00e9t\u00e9es<\/span><\/li>\n<li><span>Assumer la responsabilit\u00e9 des r\u00e9sultats<\/span><\/li>\n<li><span>Pr\u00e9sentation des risques et des solutions possibles<\/span><\/li>\n<\/ul>\n<p><span>Cela donne aux intervieweurs des \u00e9l\u00e9ments concrets \u00e0 \u00e9valuer.<\/span><\/p>\n<h3><span>2. Posez des questions ax\u00e9es sur le comportement<\/span><\/h3>\n<p><span>Ne demandez pas aux candidats ce qu\u2019ils feraient. Demandez-leur ce qu\u2019ils ont fait. <\/span><\/p>\n<p><span>Par exemple :<\/span><\/p>\n<ul>\n<li><span>Parle-moi d\u2019une d\u00e9cision que tu as prise sans disposer de tous les renseignements n\u00e9cessaires.<\/span><\/li>\n<li><span>D\u00e9crivez une situation o\u00f9 vous avez \u00e9t\u00e9 en d\u00e9saccord avec votre superviseur.<\/span><\/li>\n<li><span>Parle-moi d\u2019une erreur que tu as reconnue et corrig\u00e9e.<\/span><\/li>\n<li><span>Donnez-moi un exemple de situation o\u00f9 vous avez d\u00fb composer avec des priorit\u00e9s peu claires.<\/span><\/li>\n<li><span>D\u00e9crivez une situation o\u00f9 vous avez re\u00e7u une r\u00e9troaction difficile.<\/span><\/li>\n<\/ul>\n<p><span>Demandez ensuite ce qui s\u2019est pass\u00e9, ce que le candidat a fait et ce qu\u2019il en a retenu. Les exemples concrets en disent plus long que les r\u00e9ponses toutes faites sur les valeurs. <\/span><\/p>\n<h3><span>3. Utilisez le mod\u00e8le \u00ab situation-comportement-impact \u00bb<\/span><\/h3>\n<p><span>Le mod\u00e8le \u00ab Situation-Comportement-Impact \u00bb (SBI) est un moyen simple de comprendre comment les candidats formulent leurs commentaires et g\u00e8rent la responsabilisation.<\/span><\/p>\n<p><span>Cela permet de centrer la discussion sur ce qui s\u2019est r\u00e9ellement pass\u00e9 :<\/span><\/p>\n<ul>\n<li><span>Contexte : Quand et o\u00f9 cela s\u2019est-il produit?<\/span><\/li>\n<li><span>Comportement : Quelle action pr\u00e9cise a-t-on observ\u00e9e?<\/span><\/li>\n<li><span>Impact : Quel effet cette mesure a-t-elle eu?<\/span><\/li>\n<\/ul>\n<p><span>Par exemple : \u00ab Lors de la r\u00e9union avec le client d\u2019hier, tu as interrompu le client \u00e0 plusieurs reprises. Cela a rendu difficile la compr\u00e9hension de ses pr\u00e9occupations et a nui au bon d\u00e9roulement de la discussion. \u00bb<\/span><\/p>\n<p><span>Lors des entrevues, demandez aux candidats de d\u00e9crire les commentaires qu\u2019ils ont formul\u00e9s ou re\u00e7us en suivant cette structure. Cela permet de voir s\u2019ils sont capables de distinguer les faits des suppositions et d\u2019aborder clairement les situations difficiles. <\/span><\/p>\n<h3><span>4. Utilisez une fiche d&rsquo;\u00e9valuation simple<\/span><\/h3>\n<p><span>Chaque intervieweur devrait \u00e9valuer les candidats selon les m\u00eames crit\u00e8res.<\/span><\/p>\n<p><span>Une fiche d&rsquo;\u00e9valuation pourrait comprendre :<\/span><\/p>\n<ul>\n<li><span>Responsabilit\u00e9<\/span><\/li>\n<li><span>Communication<\/span><\/li>\n<li><span>Collaboration<\/span><\/li>\n<li><span>Capacit\u00e9 d&rsquo;adaptation<\/span><\/li>\n<li><span>Prise de d\u00e9cision<\/span><\/li>\n<li><span>Comp\u00e9tences li\u00e9es au poste<\/span><\/li>\n<\/ul>\n<p><span>D\u00e9finissez ce qu\u2019est une r\u00e9ponse \u00ab faible \u00bb, \u00ab acceptable \u00bb et \u00ab forte \u00bb. Cela permet de limiter les interpr\u00e9tations personnelles et rend les discussions relatives \u00e0 l\u2019embauche plus fructueuses. <\/span><\/p>\n<h3><span>5. Int\u00e9grer diff\u00e9rents points de vue<\/span><\/h3>\n<p><span>La culture d\u2019entreprise est v\u00e9cue par l\u2019ensemble de l\u2019entreprise; elle n\u2019est pas l\u2019apanage du service des ressources humaines.<\/span><\/p>\n<p><span>Le cas \u00e9ch\u00e9ant, faites participer les personnes qui travailleront avec le candidat dans le cadre de diff\u00e9rents r\u00f4les ou fonctions.<\/span><\/p>\n<p><span>Cela permet \u00e0 l&rsquo;entreprise de mieux comprendre comment cette personne communique, g\u00e8re les questions et s&rsquo;adapte \u00e0 diff\u00e9rents styles de travail.<\/span><\/p>\n<p><span>La d\u00e9cision finale devrait tout de m\u00eame reposer sur des crit\u00e8res convenus, et non sur le nombre de personnes qui ont \u00ab aim\u00e9 \u00bb le candidat.<\/span><\/p>\n<h2><span>Pourquoi cela devient plus difficile \u00e0 mesure que les entreprises grandissent<\/span><\/h2>\n<p><span>Les fondateurs \u00e9valuent souvent eux-m\u00eames les premiers employ\u00e9s embauch\u00e9s. Cette approche peut s\u2019av\u00e9rer efficace lorsque l\u2019entreprise est encore petite et que les membres de l\u2019\u00e9quipe travaillent en \u00e9troite collaboration. <\/span><\/p>\n<p><span>\u00c0 mesure que l\u2019entreprise prend de l\u2019expansion, le recrutement est r\u00e9parti entre diff\u00e9rents gestionnaires. Chaque gestionnaire commence alors \u00e0 utiliser ses propres questions, ses propres crit\u00e8res et son propre jugement. <\/span><\/p>\n<p><span>Cela donne :<\/span><\/p>\n<ul>\n<li><span>D\u00e9cisions d&#8217;embauche incoh\u00e9rentes<\/span><\/li>\n<li><span>Des attentes diff\u00e9rentes selon les \u00e9quipes<\/span><\/li>\n<li><span>Partialit\u00e9 dans l&rsquo;\u00e9valuation des candidats<\/span><\/li>\n<li><span>Entrevues de mauvaise qualit\u00e9<\/span><\/li>\n<li><span>Les erreurs de recrutement dont la correction co\u00fbte cher<\/span><\/li>\n<\/ul>\n<p><span>L&rsquo;entreprise poss\u00e8de peut-\u00eatre encore une culture d&rsquo;entreprise forte, mais elle ne dispose d&rsquo;aucune m\u00e9thode coh\u00e9rente pour recruter des candidats qui s&rsquo;y int\u00e8grent.<\/span><\/p>\n<p><span>C\u2019est l\u00e0 le d\u00e9fi que les entreprises en pleine croissance doivent relever.<\/span><\/p>\n<h2><span>Comment Humanli peut vous aider<\/span><\/h2>\n<p><span>Chez Humanli, nous aidons les entreprises en pleine croissance \u00e0 passer d\u2019un processus d\u2019embauche fond\u00e9 sur l\u2019intuition \u00e0 un syst\u00e8me de recrutement clair et reproductible.<\/span><\/p>\n<p><span>Nous collaborons avec les \u00e9quipes de direction et de recrutement afin de :<\/span><\/p>\n<ul>\n<li><span>D\u00e9finir la culture en termes concrets et observables<\/span><\/li>\n<li><span>D\u00e9terminer les comportements n\u00e9cessaires \u00e0 la r\u00e9ussite<\/span><\/li>\n<li><span>\u00c9laborer des guides d\u2019entrevue structur\u00e9s<\/span><\/li>\n<li><span>Cr\u00e9er des fiches d&rsquo;\u00e9valuation des candidats<\/span><\/li>\n<li><span>Former les gestionnaires \u00e0 mener des entrevues de mani\u00e8re uniforme<\/span><\/li>\n<li><span>V\u00e9rifier si les d\u00e9cisions d&#8217;embauche vont dans le sens des objectifs de l&rsquo;entreprise<\/span><\/li>\n<\/ul>\n<p><span>L&rsquo;objectif est simple : aider les entreprises \u00e0 prendre de meilleures d\u00e9cisions en mati\u00e8re d&#8217;embauche sans ajouter de complexit\u00e9 inutile. <strong><a href=\"mailto:info@humanli.com\">Communiquez avec nous pour d\u00e9couvrir comment nous pouvons vous aider.<\/a><\/strong><\/span><\/p>\n<h2><span>En r\u00e9sum\u00e9<\/span><\/h2>\n<p><span>L&rsquo;ad\u00e9quation culturelle ne consiste pas \u00e0 embaucher des personnes qui se ressemblent, qui pensent de la m\u00eame fa\u00e7on ou qui se comportent de la m\u00eame mani\u00e8re.<\/span><\/p>\n<p><span>Il s\u2019agit d\u2019embaucher des personnes capables de travailler efficacement au sein de votre milieu tout en y apportant une valeur ajout\u00e9e.<\/span><\/p>\n<p><span>Ce sont les comp\u00e9tences qui d\u00e9terminent si une personne est capable d&rsquo;exercer un emploi.<\/span><\/p>\n<p><span>L&rsquo;ad\u00e9quation avec la culture d&rsquo;entreprise influe sur leur capacit\u00e9 \u00e0 travailler en \u00e9quipe, \u00e0 assumer des responsabilit\u00e9s, \u00e0 s&rsquo;adapter au changement et \u00e0 contribuer \u00e0 la croissance de l&rsquo;entreprise.<\/span><\/p>\n<p><strong>Pour une PME, ce n\u2019est pas un crit\u00e8re secondaire. Cela fait partie int\u00e9grante de la strat\u00e9gie d\u2019embauche. <\/strong><\/p>\n<\/div><\/div><div class=\"w-separator size_medium\"><\/div><div class=\"wpb_text_column us_custom_1b04de86\"><div class=\"wpb_wrapper\"><h4><span lang=\"EN-US\">Sources<\/span><\/h4>\n<p class=\"Source\"><span lang=\"EN-US\"><a href=\"https:\/\/www.gallup.com\/workplace\/285674\/improve-employee-engagement-workplace.aspx\"><span style=\"color: #2e74b5;\">Gallup \u2014 How to Improve Employee Engagement in the Workplace<\/span><\/a><\/span><\/p>\n<p class=\"Source\"><span lang=\"EN-US\"><a href=\"https:\/\/www.forbes.com\/sites\/lizelting\/2025\/04\/24\/burnout-is-costing-businesses-millions-heres-what-leaders-can-do-about-it\/\"><span style=\"color: #2e74b5;\">Forbes \u2014 Burnout Is Costing Businesses Millions<\/span><\/a><\/span><\/p>\n<p class=\"Source\"><span lang=\"EN-US\"><a href=\"https:\/\/hbr.org\/2016\/04\/how-to-take-the-bias-out-of-interviews\"><span style=\"color: #2e74b5;\">Harvard Business Review \u2014 How to Take the Bias Out of Interviews<\/span><\/a><\/span><\/p>\n<p class=\"Source\"><span lang=\"EN-US\"><a href=\"https:\/\/www.ccl.org\/articles\/leading-effectively-articles\/sbi-feedback-model-a-quick-win-to-improve-talent-conversations-development\/\"><span style=\"color: #2e74b5;\">Center for Creative Leadership \u2014 Situation\u2013Behavior\u2013Impact Feedback Model<\/span><\/a><\/span><\/p>\n<\/div><\/div><\/div><\/div><div class=\"wpb_column vc_column_container us_custom_5994307c\"><div class=\"vc_column-inner\"><div class=\"w-grid us_custom_7fabad7f us_post_list type_grid layout_blog_1 cols_1 preload_style_spinner\" id=\"us_post_list_b132\" style=\"--columns:1;--gap:1.5rem;\" data-filterable=\"true\"><style>.layout_blog_1 .w-grid-item-h{}.layout_blog_1 .usg_post_image_1{margin-bottom:0.5rem!important}.layout_blog_1 .usg_post_title_1{font-size:1rem!important}<\/style><div class=\"w-grid-list\">\t<article class=\"w-grid-item size_1x1 post-1439 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-adequation-avec-la-culture-dentreprise tag-hr tag-hr-services\" data-id=\"1439\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/pourquoi-ladequation-culturelle-est-elle-importante-lors-du-recrutement-pour-une-equipe-en-pleine-croissance\/\" aria-label=\"Pourquoi l&rsquo;ad\u00e9quation culturelle est-elle importante lors du recrutement pour une \u00e9quipe en pleine croissance?\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"le mot \u00ab CULTURE \u00bb \u00e9crit en lettres majuscules\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/08\/Culture-blog-featured.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/pourquoi-ladequation-culturelle-est-elle-importante-lors-du-recrutement-pour-une-equipe-en-pleine-croissance\/\">Pourquoi l&rsquo;ad\u00e9quation culturelle est-elle importante lors du recrutement pour une \u00e9quipe en pleine croissance?<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n\t<article class=\"w-grid-item size_1x1 post-1249 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-ai tag-ai-rules tag-fractional-hr-services tag-hr tag-hr-services tag-rh tag-rh-fractionne\" data-id=\"1249\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/les-regles-relatives-a-lia-ne-cessent-devoluer\/\" aria-label=\"Les r\u00e8gles relatives \u00e0 l&rsquo;IA ne cessent d&rsquo;\u00e9voluer. Le principe, lui, ne devrait pas changer.\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"AI rules are changing\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/Humanli-AI-Rules.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/les-regles-relatives-a-lia-ne-cessent-devoluer\/\">Les r\u00e8gles relatives \u00e0 l&rsquo;IA ne cessent d&rsquo;\u00e9voluer. Le principe, lui, ne devrait pas changer.<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n\t<article class=\"w-grid-item size_1x1 post-1378 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-fractional-hr-services tag-hr tag-hr-services\" data-id=\"1378\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/ne-pourrais-je-pas-simplement-utiliser-lia-pour-les-rh\/\" aria-label=\"Ne pourrais-je pas simplement utiliser l\u2019IA pour les RH? (Voici o\u00f9 les fondateurs se trompent)\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"HR person using a laptop with an AI icon\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-for-HR.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/ne-pourrais-je-pas-simplement-utiliser-lia-pour-les-rh\/\">Ne pourrais-je pas simplement utiliser l\u2019IA pour les RH? (Voici o\u00f9 les fondateurs se trompent)<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n\t<article class=\"w-grid-item size_1x1 post-1389 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-ai tag-ai-rules tag-fractional-hr-services tag-hr tag-hr-services\" data-id=\"1389\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/lia-peut-elle-renforcer-la-confiance-que-vos-employes-vous-accordent\/\" aria-label=\"L&rsquo;IA peut-elle renforcer la confiance que vos employ\u00e9s vous accordent?\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Professional employee using a digital tablet while reviewing AI-generated analytics and business insights.\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-at-work.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/lia-peut-elle-renforcer-la-confiance-que-vos-employes-vous-accordent\/\">L&rsquo;IA peut-elle renforcer la confiance que vos employ\u00e9s vous accordent?<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n\t<article class=\"w-grid-item size_1x1 post-1355 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-ia tag-rh tag-rh-fractionne tag-service-rh\" data-id=\"1355\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/lia-fait-son-entree-dans-le-domaine-des-rh\/\" aria-label=\"L&rsquo;IA fait son entr\u00e9e dans le domaine des RH plus rapidement que ne le pensent les fondateurs\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Two people at work looking at a tablet\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/06\/AI-blog-People-function.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/lia-fait-son-entree-dans-le-domaine-des-rh\/\">L&rsquo;IA fait son entr\u00e9e dans le domaine des RH plus rapidement que ne le pensent les fondateurs<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n\t<article class=\"w-grid-item size_1x1 post-1242 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-fractional-hr-services tag-hr tag-hr-services\" data-id=\"1242\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/comment-passer-de-20-a-100-employes\/\" aria-label=\"Comment passer de 20 \u00e0 100 employ\u00e9s sans que les ressources humaines ne soient en plein chaos : le guide du fondateur\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Five professionals sitting in a row holding colorful speech bubble signs.\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/Scaling-blog.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/comment-passer-de-20-a-100-employes\/\">Comment passer de 20 \u00e0 100 employ\u00e9s sans que les ressources humaines ne soient en plein chaos : le guide du fondateur<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n\t<article class=\"w-grid-item size_1x1 post-1182 post type-post status-publish format-standard has-post-thumbnail hentry category-blog tag-founders tag-fractional-hr-services tag-hr tag-hr-services\" data-id=\"1182\">\r\n\t\t<div class=\"w-grid-item-h\">\r\n\t\t\t\t\t\t<div class=\"w-post-elm post_image usg_post_image_1 stretched\"><a href=\"https:\/\/humanli.com\/fr\/why-founders-cant-be-the-head-of-hr-forever\/\" aria-label=\"Pourquoi les fondateurs ne peuvent pas rester \u00e0 la t\u00eate des ressources humaines ind\u00e9finiment\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-1024x683.jpg\" class=\"attachment-large size-large wp-post-image\" alt=\"Founder feeling overwhelmed while managing HR tasks and paperwork at a desk.\" srcset=\"https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-1024x683.jpg 1024w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-300x200.jpg 300w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-90x60.jpg 90w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-600x400.jpg 600w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-110x73.jpg 110w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-125x83.jpg 125w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog-615x410.jpg 615w, https:\/\/humanli.com\/wp-content\/uploads\/2026\/02\/humanli-Founders-blog.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/div><h2 class=\"w-post-elm post_title usg_post_title_1 entry-title color_link_inherit\"><a href=\"https:\/\/humanli.com\/fr\/why-founders-cant-be-the-head-of-hr-forever\/\">Pourquoi les fondateurs ne peuvent pas rester \u00e0 la t\u00eate des ressources humaines ind\u00e9finiment<\/a><\/h2>\t\t<\/div>\r\n\t\t\t<\/article>\r\n<\/div><div class=\"g-loadmore hidden\"><div class=\"g-preloader type_1\"><div><\/div><\/div><\/div><div class=\"w-grid-list-json hidden\" onclick='return {&quot;max_num_pages&quot;:0,&quot;pagination&quot;:&quot;none&quot;,&quot;paged&quot;:1,&quot;ajaxData&quot;:{&quot;action&quot;:&quot;us_ajax_post_list&quot;,&quot;meta_type&quot;:&quot;post&quot;,&quot;object_id&quot;:0,&quot;template_vars&quot;:{&quot;paged&quot;:1,&quot;max_num_pages&quot;:0,&quot;no_results&quot;:false,&quot;source&quot;:&quot;all&quot;,&quot;ids&quot;:&quot;&quot;,&quot;post_type&quot;:&quot;post&quot;,&quot;attachment_ids&quot;:null,&quot;include_post_thumbnail&quot;:0,&quot;post_author&quot;:&quot;any&quot;,&quot;post_author_ids&quot;:&quot;&quot;,&quot;apply_url_params&quot;:0,&quot;exclude_children&quot;:0,&quot;exclude_current_post&quot;:1,&quot;exclude_prev_posts&quot;:0,&quot;enable_items_offset&quot;:0,&quot;items_offset&quot;:&quot;1&quot;,&quot;tax_query_relation&quot;:&quot;none&quot;,&quot;tax_query&quot;:[{&quot;operator&quot;:&quot;IN&quot;,&quot;taxonomy&quot;:&quot;category&quot;,&quot;terms&quot;:&quot;&quot;,&quot;include_children&quot;:0}],&quot;meta_query_relation&quot;:&quot;none&quot;,&quot;meta_query&quot;:[{&quot;key&quot;:&quot;custom_field_name&quot;,&quot;compare&quot;:&quot;=&quot;,&quot;value&quot;:&quot;&quot;}],&quot;orderby&quot;:&quot;date&quot;,&quot;orderby_custom_field&quot;:&quot;&quot;,&quot;orderby_custom_type&quot;:0,&quot;order_invert&quot;:&quot;1&quot;,&quot;show_all&quot;:0,&quot;quantity&quot;:&quot;7&quot;,&quot;posts_per_archive_page&quot;:0,&quot;no_items_action&quot;:&quot;message&quot;,&quot;no_items_message&quot;:&quot;Aucun r\\u00e9sultat.&quot;,&quot;no_items_page_block&quot;:&quot;&quot;,&quot;pagination&quot;:&quot;none&quot;,&quot;pagination_style&quot;:&quot;&quot;,&quot;pagination_btn_text&quot;:&quot;Charger plus&quot;,&quot;pagination_btn_size&quot;:&quot;&quot;,&quot;pagination_btn_style&quot;:&quot;1&quot;,&quot;pagination_btn_fullwidth&quot;:0,&quot;items_layout&quot;:&quot;blog_1&quot;,&quot;type&quot;:&quot;grid&quot;,&quot;items_valign&quot;:0,&quot;ignore_items_size&quot;:0,&quot;columns&quot;:&quot;1&quot;,&quot;items_gap&quot;:&quot;1.5rem&quot;,&quot;load_animation&quot;:&quot;none&quot;,&quot;items_preload_style&quot;:&quot;spinner&quot;,&quot;img_size&quot;:&quot;default&quot;,&quot;title_size&quot;:&quot;&quot;,&quot;items_ratio&quot;:&quot;default&quot;,&quot;items_ratio_width&quot;:&quot;21&quot;,&quot;items_ratio_height&quot;:&quot;9&quot;,&quot;overriding_link&quot;:&quot;%7B%22url%22%3A%22%22%7D&quot;,&quot;popup_width&quot;:&quot;&quot;,&quot;popup_arrows&quot;:1,&quot;breakpoint_1_width&quot;:&quot;1381px&quot;,&quot;breakpoint_1_cols&quot;:&quot;default&quot;,&quot;breakpoint_1_quantity&quot;:&quot;&quot;,&quot;breakpoint_1_gap&quot;:&quot;&quot;,&quot;breakpoint_2_width&quot;:&quot;1025px&quot;,&quot;breakpoint_2_cols&quot;:&quot;2&quot;,&quot;breakpoint_2_quantity&quot;:&quot;&quot;,&quot;breakpoint_2_gap&quot;:&quot;&quot;,&quot;breakpoint_3_width&quot;:&quot;601px&quot;,&quot;breakpoint_3_cols&quot;:&quot;1&quot;,&quot;breakpoint_3_quantity&quot;:&quot;&quot;,&quot;breakpoint_3_gap&quot;:&quot;&quot;,&quot;conditions_operator&quot;:&quot;always&quot;,&quot;conditions&quot;:[],&quot;css&quot;:&quot;%7B%22default%22%3A%7B%22padding-left%22%3A%2230px%22%7D%2C%22laptops%22%3A%7B%22padding-left%22%3A%2230px%22%7D%2C%22tablets%22%3A%7B%22padding-left%22%3A%2210px%22%7D%2C%22mobiles%22%3A%7B%22padding-left%22%3A%2210px%22%7D%7D&quot;,&quot;el_class&quot;:&quot;&quot;,&quot;el_id&quot;:&quot;&quot;,&quot;enable_custom_html_atts&quot;:0,&quot;custom_html_atts&quot;:null,&quot;hide_on_states&quot;:&quot;&quot;,&quot;hide_for_sticky&quot;:0,&quot;hide_for_not_sticky&quot;:0,&quot;hide_below&quot;:&quot;0px&quot;,&quot;hide_above&quot;:&quot;0px&quot;,&quot;classes&quot;:&quot; 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