Job Skills vs Competencies
Understanding the Key Differences in Today's Workplace
Understanding the distinction between skills and competencies is crucial for employers and job seekers. While these terms are often used interchangeably, they represent different aspects of professional capability that can significantly impact hiring decisions and career development.
The Foundation: Defining Skills and Competencies
Skills are specific learned abilities that you can perform and measure. They're typically task-oriented, straightforward to demonstrate, and can be acquired through training or practice. For example, proficiency in Microsoft Excel, fluency in Spanish, or the ability to code in Python are all skills. They answer the question: "What can you do?"
Competencies, however, run deeper. They encompass a combination of knowledge, behaviors, and attitudes that enable successful performance in a role. Competencies are broader than skills and include how you apply your skills in different contexts, your behavioral traits, and your ability to adapt. They answer the question: "How do you do it?"
Why the Distinction Matters in Sales Recruitment
This distinction becomes particularly relevant in sales. A sales professional might have excellent skills in CRM software usage or product knowledge, but their success often hinges more on competencies like relationship building, emotional intelligence, and adaptability. These competencies determine how effectively they can apply their technical skills in various situations.
The Interplay Between Skills and Competencies
Think of skills as the tools in your toolkit, while competencies are your ability to know which tools to use, when to use them, and how to use them most effectively. For instance, a sales representative might have strong presentation skills (a skill), but their ability to read the room and adjust their approach based on client reactions is a competency.
Impact on Hiring and Development
Progressive organizations are increasingly focusing on competency-based hiring rather than purely skills-based assessments. This shift recognizes that while skills can be taught, core competencies often predict long-term success and cultural fit. For sales roles, this might mean prioritizing candidates who demonstrate solid problem-solving competencies over those with experience with specific sales tools.
Measuring and Developing Both Areas
Skills are typically easier to measure and validate through tests, certifications, or demonstrations. Competencies, being more complex, often require behavioral interviews, situational assessments, and observation over time. This is why many organizations use a combination of technical assessments and behavioral interviews in their hiring process.
Future-Proofing Your Career
Strong competencies provide career resilience in an era where technical skills can quickly become obsolete. While specific sales tools and technologies may change, strategic thinking, communication, and leadership competencies remain valuable across roles and industries.
The Bottom Line for Sales Professionals
Understanding this distinction is crucial for career development in sales. While continuing to develop specific skills is important, investing in core competencies often yields better long-term results. Success in modern sales requires the technical skills to perform tasks and the competencies to apply these skills effectively in complex, evolving situations.
For organizations looking to build high-performing sales teams, considering both skills and competencies in their recruitment and development strategies is essential. This balanced approach leads to better hiring decisions and more successful, adaptable sales teams.
