Before trying to understand competencies, it's
important that we understand the difference between
a job description and the core competencies being
sought from a potential employee.
For the purpose of this section, we will define a
job description as the collection of tasks and
responsibilities that an employee is required to
undertake to perform a role i.e. the technical
tasks.
Competencies, however, are the the abilities needed
to conduct those tasks or functions to perform or
excel within the role.
Competencies are also used to measure differing
personality traits to find the best "culture fit"
for the position and / or for the company - hence
the reason we now have "competency based interviews"
or as they are more wide referred to "behavioural
interviews".
 The benefit of
understand competencies?
If you are able to identify the competencies within
a position description, you will have gained that
all important competitive edge. This will help you
plan your job application and also help prepare for
that all important interview.
Always try to separate competencies from required
tasks and formulate your application around the
both.
Example
competencies
The following are a few examples of competencies
that may arise from a position advertisement. Try to
identify at least 4 or 5 key competencies within any
role or position you apply to.
- Leadership - includes vision & strategy,
conflict management, entrepreneurial, change
management, risk assessment, initiative,
delegation, goals, results, flexibility,
operations etc.
- Communication and interpersonal - verbal
awareness, interpersonal, team orientation,
influencing, emotional intelligence, creativity,
presenting, listening etc.
- Work load management - time management,
prioritising, organisational, conflict resolution,
delegation, forecasting, evaluating, deadlines etc
- Team work - support, collaborative thinking,
positive approach, quality of work, inspire
others, productivity, interpersonal relationships
- Strategic thinking - develop and link long
term objectives, day to day analysis, identify
sequences, decision criteria, risk assessment,
process planning, budgeting etc.
These are just a few examples.
You resume should compliment identified
competencies. We have used the philosophy of
competency based resumes for many years.
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