What are Competencies?

Where did Competencies come from?

Since the early 1970's, employers have been using competencies to help recruit and manage their employees, after psychologists found that traditional tests such as academic aptitude and knowledge based tests, did not accurately predict employment success.

In subsequent years, competency frameworks have become an increasingly accepted part of recruitment and contemporary HR practice, and now form part of most graduate employer's assessment procedures.

The growing use of Competencies

In 2007 a survey by the CIPD revealed that 60% of employers had a competency framework in place for their organisation. Of those who did not, almost half intended to introduce one in the near future. Competencies appear to be an increasingly important part of HR practice and recruitment, and consequently something that graduate job applicants should be increasingly aware of.

The use of Competencies

Modern employers generally view competency frameworks as an essential vehicle for:

• Measuring a candidate's potential future effectiveness at interview, and;
• Reviewing an employee's capability, potential and performance.

Different types of Competency

Competencies usually fall into two categories, behavioural or technical.

Behavioural Competencies

Behavioural competencies are usually an expression of the softer skills involved in effective performance at a company.

Technical Competencies

Technical competencies are usually concerned with effective use of IT systems and computers, or any technical skills which are necessary for a job role.

Competency Frameworks

Employer's competency framework's usually contain no more than 12 competencies. The most widely used competencies by employers are:

• Communication
• Leadership
• Teamwork
• Customer service
• Results orientation
• Problem solving

Now see - Competency, Key Competencies and competency based interview.