Types of job competencies and examples of competencies that drive growth

Job competencies are more than just skills — it's the comprehensive ability that contribute to someone's success in a role. Job competencies also help employers define expectations, guide performance management, and support career development. 

In this article, Remote shares the main types of job competencies, provides real-world examples of competencies, and what you need to look for to build a strong team.

What are job competencies? 

Job competencies are the measurable skills, attributes, and behaviors that contribute to an employee’s effectiveness in a role. They go beyond technical skills and qualifications, incorporating soft skills, industry knowledge, and leadership abilities.

Competencies are often categorized into core, functional, and leadership competencies. They help businesses set clear expectations for employees and provide a structured approach to training, performance reviews, and career growth.

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The three main types of job competencies

Job competencies fall into three main categories: core, functional, and leadership competencies. Each serves a different purpose in defining job performance.

1. Core competencies

Core competencies are the fundamental skills and behaviors that employees should have, regardless of their role or industry. These competencies ensure a strong foundation for teamwork, communication, and adaptability.

Examples of core competencies:

• Communication: Clearly expressing ideas and actively listening to others

• Teamwork: Collaborating effectively with colleagues and contributing to a positive work environment

• Adaptability: Adjusting to new situations and embracing change

• Problem-solving: Analyzing issues and developing effective solutions

Employers often assess core competencies through behavioral interviews and performance evaluations.

2. Functional competencies

Functional competencies are specific to a job or industry. These competencies define the technical and role-specific abilities needed to perform effectively.

Examples of functional competencies:

• Data analysis: Interpreting data and drawing meaningful conclusions (common in finance and business roles)

• Software development: Coding, debugging, and optimizing software applications (essential for tech professionals)

• Customer service: Handling customer inquiries, resolving complaints, and providing support

• Project management: Planning, executing, and monitoring projects to meet business goals

Functional competencies vary across industries and are typically assessed through skill tests, certifications, and work experience.

3. Leadership competencies

Leadership competencies are especially important for managers and executives who guide teams and make strategic decisions. These competencies help leaders drive business growth and maintain a productive work environment.

Examples of leadership competencies:

• Decision-making: Evaluating options and making informed choices

• Strategic thinking: Developing long-term goals and aligning them with company objectives

• Team leadership: Motivating and managing employees to achieve success

• Emotional intelligence: Understanding and managing emotions to build strong workplace relationships

Leadership competencies are often developed through training programs, mentorship, and hands-on experience in management roles.

Examples of job competencies

While core, functional, and leadership competencies form the foundation of job performance, there are plenty more competencies that are also important for business success.

Here are examples of behavioral, technical, and industry-specific competencies.

Behavioral competencies

Behavioral competencies are personal attributes and interpersonal skills that impact workplace interactions. Examples of behavior competencies are: 

• Resilience: Resilience helps employees navigate challenges and setbacks without losing motivation.

• Emotional intelligence: Employees with high emotional intelligence recognize and manage their own emotions while understanding and responding effectively to others. Businesses can build a team that communicates and works well with others when they hire employees with a high level of emotional intelligence. 

• Cultural awareness: Employees with strong cultural awareness work respectfully and effectively with diverse team. This competency is especially important to global organizations.

Technical competencies

Technical competencies are specialized knowledge and expertise required to perform specific tasks or manage specific tools. Organizations typically evaluate technical competencies through skills assessments, certifications, and hands-on experience. Here are some examples of technical competencies: 

• Data analysis and interpretation: The ability to collect, process, and analyze data to make informed business decisions, commonly required in finance, marketing, and research roles.

• Cybersecurity expertise: Knowledge of network security protocols, threat detection, and risk management to protect company data and systems.

• CAD (computer-aided design) proficiency: The ability to use design software like AutoCAD or SolidWorks for engineering, architecture, and product development.

Industry-specific competencies

Industry-specific competencies are specialized skills and knowledge required for success in a particular field, often shaped by industry standards, regulations, and best practices.

Acquiring the right industry-specific competencies means your team can stay up to date with industry standard and regulatory requirements. 

• Regulatory compliance in healthcare — Understanding laws like HIPAA or GDPR to ensure patient data privacy and legal adherence.

• Financial risk assessment in banking — the ability to analyze market trends, assess credit risk, and ensure regulatory compliance in financial institutions.

• Supply chain optimization in manufacturing — Expertise in logistics, inventory management, and cost reduction strategies to improve production efficiency.

By recognizing and developing job competencies, employees can enhance their career prospects, and employers can build a workforce that is both skilled and adaptable to their industry.

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How to identify and develop job competencies

Understanding job competencies is only the first step‌ — ‌employees and employers must also identify and develop the appropriate job competencies for each role.

For employers:

• Implement competency-based hiring by aligning job descriptions with required competencies

• Offer training and development programs to help employees enhance their skills

• Integrate competency assessments into performance reviews to track progress and career growth

For employees:

• Conduct self-assessments to determine strengths and areas for improvement

• Seek training programs, mentorship, and professional development opportunities

• Ask for feedback from colleagues and supervisors to refine required competencies

Find the right job competencies with Recruit 

Job competencies play an important role in workplace success by defining the skills and behaviors needed for different roles. By understanding core, functional, and leadership competencies, businesses can improve hiring decisions, performance management, and employee development.

That's why the purpose isn't finding more candidates  — it's about finding the right people with the competencies you need. With tools like Recruit to streamline your processes, advanced insights to guide your decisions, and built-in global hiring expertise, you can hire smarter, faster, and globally.

If you're looking to hire top talent based on job competencies that you need, sign up for Recruit today to hire smarter and faster.