15+ Key Competencies You Should Look for in an Employee

Published October 16, 2023

Competencies are a particular quality that a company’s recruiters have decided is advantageous for employees. During job interviews and assessments, they are used as benchmarks against which assessors can evaluate candidates. 

Competencies are not skills, although they are identical. Skills are learned. Competencies are inherent qualities an individual possesses. They are a combination of skills, knowledge, and ability. 

Suppose you are an employer or one looking to ace a job interview; keep reading. We have listed down the top 20 key competencies you should look for in an employee. Knowing them can help you hire effectively in your organization. On the flip side, having awareness if you’re one to apply for the job can help you hone them and highlight qualities you already have.

Human resources are what will make or break an organization. With that being said, let’s start the discussion. 

What Are Competencies?

Competencies are the knowledge, skills, abilities, and behaviors that account for individual and organizational performance. 

Knowledge is the data developed or learned via experience, investigation, or study. Skill is the result of repeatedly applying ability or expertise. Ability is an innate potential to perform mental and physical tasks and actions. Behavior is the observable reaction of a person to a specific scenario. 

What Is the Difference Between Skills and Competencies?

The meaning of skills and competencies are, at their core, very similar. Both are linked to the ability to do something well. Yet, there are inherent variations in the way recruiters use these terms. 

Skills are undoubtedly crucial when recruiting for a new position. Also, it is vital to access the capabilities of existing employees. Yet, in isolation, they cannot thoroughly examine whether an individual will succeed in a role. Also, and whether an organization will have a healthy talent lifecycle.

That’s where competencies will come into play. 

A skill is the ability to do something. Competencies are behaviors. You learn to clean a car just as you know how to perform open heart surgery. These are skills. Competencies deal with HOW individuals carry out the skills they have. 

To illustrate a point, ten people might be skilled at computer programming. Yet, only five will work in a way that aligns with the organizational culture. It might be being respectful of management and also working efficiently. It might be because of them being an influential team member. 

Skills are specific. Competencies are broad. A person can’t either conduct open heart surgery and save someone’s life, or they can’t. Competencies tell us what success looks like. They are a combination of ability, knowledge, and the demanded skills. 

For example, suppose a talented open heart surgeon who is rude to their team, gives relatively bad news in a nonchalant way and does not keep on learning with the latest innovation in the medical community. It is not a surgeon that is succeeding in their role. 

Why Are Competencies Important?

Competencies are essential because they provide a clear framework for assessing and developing one’s skills, knowledge, and abilities. 

1. Performance assessment 

Competencies support organizations in evaluating employees’ performance objectively. By defining the required competencies for each role, they can measure how well individuals meet those expectations. 

2. Skills development 

Competencies provide a roadmap for personal and professional growth. Individuals can focus on honing what is required by defying the essential skills and knowledge needed for success in a role or as a whole organization. 

3. Talent management

Competencies also enable organizations to manage their talent effectively. Employers can align their recruitment, training, and development initiatives with competencies that benefit their company. 

4. Succession planning 

Competencies also play a massive role in identifying potential leaders and successors within an organization.

5. Performance improvement 

Competency-based feedback and coaching can help individuals improve their performance. By providing specific feedback on strengths and areas for improvement, competencies serve as a foundation for targeted development plans.

15+ Key Competencies Examples You Should Look for in an Employee

1. Teamwork 

Teamwork is one vital competency for the majority of careers. Teams that work well together are more harmonious. They are more efficient to take on and finish a project. 

Suppose you work alone or remotely. It is still crucial to communicate your ideals in seeing the bigger picture of how others can leverage your work in the organization. 

Working well in a group setting shows that you value others. It also displays empathy and maturity to realize that no work is standalone.

2. Responsibility 

The ability to take on a certain level of responsibility skills is critical for most jobs. Candidates who are good at taking responsibility are comfortable making decisions. These ones also take ownership of their work. 

At senior levels, the responsibility that a member bears will be greater. Yet, even in entry-level positions, the recruiter will want to see examples of how you have previously managed duties. It will give them a good insight into how you work under stress. Also, on how you resolve issues. Finally, your worth ethic. 

3. Commercial awareness 

Commercial awareness is one of the critical vital competencies. An employer wants to know that you clearly understand how their business works. In doing so, you can really comprehend your role within it. 

It is about staying updated with your industry and business in general. It includes studying marketing trends, customer demographics, and technical advances. Also, you must be aware of the successes and failures of competitors. 

4. Decision-making 

An employer will also want to see that you can make the best possible decisions in the shortest period. It is done by gathering information, seeking opinions and analyzing all possibilities. The three will aid in developing an effective solution. 

Decisions can often be complex in nature. All the possible outcomes are very serious.

5. Communication

Excellent communication skills are vital in any position. Employers want to know that you can convey information to other team members. But not just communicating for the sake of it. It must be done in a way that is confident and professional. Also, it is easy for others to understand, whatever their level is. To avoid misunderstandings, you should also be clear and concise when sharing information with colleagues. 

In general, you would want to be someone good at written and verbal communication. Also, on how you represent and listen to others, too. 

6. Leadership 

Leadership competencies are especially critical to progress into a management position. Even if not, employers still want to know that you are the type of person who can advance in their organization. Also, one to motivate others. 

Leadership competency will deal with skills like delegating and setting deadlines. Also, in your leadership style and interpersonal skills.

7. Trustworthiness and ethics 

A trustworthy person who is aligned with the organization’s ethics is a vital resource in an organization. They will build better relationships with existing staff members. They will also enhance teamwork efforts. 

They will also be able to establish real relationships with customers. Customers trust that they have their best interest at heart. 

You must practice honesty and openness. Also, you must show good moral judgment if asked about complex workplace scenarios.

8. Results Orientation 

 If a person is results-oriented, they are fixated on their goals. They understand the steps needed to achieve them. They will also have the desire to see the project come to fruition. Also, they motivate others to maintain the same optimism and enthusiasm. 

Being result-oriented is also about knowing how to set goals with steps that are sensible and achievable. Also, they are ambitious enough to increase levels of motivation. 

9. Problem-solving 

It’s critical to demonstrate that when a problem arises, you can stay calm under pressure. Also, research possible causes, identify trends, and pick the most relevant solution. 

You are going to face problems at work. Employers want to see how you will overcome them. The more senior you are, the more dilemmas you will likely have to resolve. 

10. Organizational Skills 

In any company, those with organizational skills are highly prized. An employer will examine how you pull off results via many things. It is done by looking at how you prioritize workload. If you have adequate time management. If you show efficiency with resources available. Finally, if you monitor progress. 

For higher-level roles that involve managing people or projects, you might also have to demonstrate that you are good at other things. You must be adept at project management, strategic planning, resource management and delegation. Moreover, in handling large projects.

11. Adaptability 

When it comes to critical competencies, few are as valuable and essential within the workplace as adaptability. 

Adapting to changing situations, requirements, or briefs can enable you to succeed on a task with the minimum amount of stress. It can also mean you can work around issues throughout a project. Also, on a broader career. 

Employers will look for adaptable individuals. It hugely influences a workplace that can run smoothly no matter what happens. After all, it doesn’t matter how well contingencies are planned for and projects are managed. There is always the potential for the unexpected. Having employers who can adapt to unforeseen circumstances can mean that those in more senior management roles can get on with the things they need to do. It is rather than worrying about the teams below them. 

12. Analytical thinking 

Analytical thinking is a term used to describe a set of skills that uses factual information to arrive at conclusions. This data can then be utilized to facilitate decisions and processes. 

Employees must be able to use analytical thinking within their roles. It will enable them to use the information given to decide the best course of action. 

Good analytical thinking skills will also mean they can see all the possible solutions before arriving at the best course of action. 

13. Conflict resolution 

An essential aspect of good communication is the capacity to resolve conflict calmly and productively. Over the course of your professional life, you are likely to meet people whose working styles and opinions about how to handle work vary from yours. Employers may want to know how you handle conflict with others in fields where work is constantly collaborative. 

14. Initiative 

While having goals and ambitions to help meet your personal and career goals is vital, displaying initiative at work is a must. It can be an excellent way to offer innovative thinking and commitment to the team. 

15. Stress management 

Maintaining a healthy work/life balance is vital to avoid stress. It will also ensure that you stay productive and focused. An employer may want to know your coping skills under stressful situations. It is in terms of deadlines and time-sensitive assignments. The better you cope with stress, the more you will likely stay focused and organized in your work tasks. 

What Are the Five Key Competencies of a Manager?

1. Leadership 

Managers must possess practical leadership skills to guide and motivate their team members to achieve organizational goals. 

2. Communication 

Strong communication skills are non-negotiable for managers. Effective conveying of information, providing feedback, and facilitating collaboration among team members hugely encompasses a business operation. 

3. Problem-solving 

Managers must be skilled problem solvers. They must be able to identify issues, analyze the root causes, and develop practical solutions. 

4. Decision-making 

Making sound decisions is an essential competency for managers. They must gather relevant information, evaluate options, consider potential risks and benefits, and choose the most appropriate action. 

5. Relationship building 

Managers must build strong relationships with team members, superiors, and other stakeholders. It involves fostering trust, showing empathy, and understanding individual needs and motivations. Developing positive relationships promotes collaboration. It also boosts morale and enhances overall team performance.