When building a successful team, it’s essential to distinguish between skills and competencies, especially if you’re adopting a skills-first approach. While the two terms are often used interchangeably, they refer to different aspects of a candidate’s abilities and potential. Understanding these differences can help you better assess and select candidates who will thrive in your organization.
What Are Skills?
Skills are specific, tangible abilities that are directly applicable to a job. They are often acquired through education, training, or experience and are typically easy to measure. For example, coding, project management, or data analysis are all skills that can be tested and evaluated. These are the capabilities that allow someone to perform a particular task or job function effectively.
In a job context, skills are what enable employees to execute their day-to-day responsibilities. Whether it’s a marketing professional’s ability to create engaging content or an engineer’s proficiency in using certain software, skills are the building blocks of productivity.
What Are Competencies?
Competencies, on the other hand, are broader and encompass more than just specific skills. They represent a combination of skills, knowledge, behaviors, and attitudes that contribute to overall job performance. Competencies might include qualities like leadership, communication, teamwork, and adaptability—attributes that are crucial for long-term success and growth within an organization.
For instance, while a project manager might have the technical skills to plan and execute projects, their competency in leadership and communication will determine how well they can guide a team, manage conflicts, and ensure successful project outcomes. Competencies are often harder to measure than skills, as they involve more abstract qualities and behaviors, but they are equally important in assessing a candidate’s overall fit for a role.
The Value of Recognizing Both
By recognizing and valuing both skills and competencies, you can gain a more comprehensive understanding of a candidate’s readiness for a role. A candidate may have all the necessary skills on paper, but without the right competencies, they may struggle to apply those skills effectively in a real-world setting. Conversely, a candidate with strong competencies but gaps in specific skills might still be a great fit if they show the potential to quickly learn and adapt.
When assessing candidates, it’s important to consider both their skills and competencies to ensure they have the right mix of abilities to thrive in your organization. This balanced approach not only helps you identify candidates who are technically capable but also those who can contribute positively to your team’s dynamics and culture.
Understanding the difference between skills and competencies is key to making informed hiring decisions. Skills are the specific abilities that allow someone to perform their job tasks, while competencies are the broader qualities that determine how they apply those skills within a team or organization. By considering both, you can better assess a candidate’s full potential and build a team that’s not only skilled but also cohesive, adaptable, and prepared for future challenges.
