HR: the guide to defining the skills of a profession

In the modern world of work, Define the skills of a profession is a critical task for human resources professionals. With the constant evolution of job markets and the emergence of new technologies, it is essential to have a thorough understanding of what skills to look for in a candidate for each position. This article aims to guide you in identifying, evaluating, and implementing the skills required for each job. You will discover how to value these skills to maximize the efficiency and commitment of your employees.

1 - Understand the concept of competence

1.1 - What is a skill?

In a professional context, a skill is a combination of acquaintances, ofskills, and behaviors that allow an individual to complete a task in an effective manner. Competencies can be classified into two main categories: Hard Skills And the Soft Skills.

Les Hard Skills are technical and specific skills. They are often measurable and can be acquired through a vocational training, of professional experiences, or a learning practical. For example, mastering a computer software, the ability to use specialized tools, or the knowledge of a Foreign language are hard skills.

On the other hand, the Soft Skills are behavioral and interpersonal skills. They include qualities like communication, theempathy, the stress management, and the ability to work in a team. Unlike hard skills, soft skills are often more difficult to measure but are just as essential in the professional world.

1.2 - Importance of competency classification

In the definition of the competencies of a profession, the Skills classification plays a fundamental role. By understanding the different types of skills, you will be better equipped to assess candidates and/or develop their professional projects. Here are some key categories to consider:

• Transversal skills : Transversal competencies refer to knowledge or skills that can be applied in various jobs, even if they are completely independent of each other. They differ from technical skills, which are specific to a single sector or a group of professionals sharing the same field of activity.
• Business skills: Business skills are skills that are often technical and specific, shared by individuals within the same professional field. They are essential for carrying out specific tasks specific to a given profession.
• Skills to know: “Knowledge” skills refer to the set of knowledge accumulated through formal studies, reading, online courses (MOOCs), or even through experience. While this knowledge can grow over time, it is also at risk of weakening if it is not maintained. One of the main advantages of these skills is their diversity and their potential to be shared and communicated.
• Competence & know-how (hard skills): Skills “know-how” are based on practical experience and demonstrate technical mastery in a given field. They make it possible to apply knowledge acquired in an art or a profession. In short, they are concrete skills that reflect the ability to perform specific tasks thanks to the experience and knowledge acquired.
• Soft skills: “Soft skills” are linked to the personal attitudes and values of an individual. They encompass the personal and behavioral qualities that one demonstrates in a professional setting, often influencing the work dynamic within a team or organization.

Important note: It is crucial to pay attention to the classification of skills, as a business skill can evolve and become transversal over time.

2 - Identify the skills required for a position

2.1 - How to define the skills of a profession?

To define the competencies of a profession, it is crucial to analyze in detail the professional context of the post. This includes the tasks to be completed, the goals to be achieved, and the work environment. Here are a few steps to guide you through this process:

• Job analysis : start with a detailed description of missions And responsibilities of the post. Identify the technical and behavioral skills needed to complete these tasks. Also take into account theprofessional appetite of the candidate to ensure that they are genuinely motivated by the role.
• Needs assessment : Talk to managers and team members to understand specific job expectations. What are the current challenges? What skills are most in demand?
• Use of a competency framework : use the operational directory of trades (ROME) for a complete list of technical skills for the position. This will help you identify essential skills and rank them in order of importance. As for soft skills, consult our free competency framework soft skills..

2.2 - Example of defining competencies

Let's take the example of a project management manager position. This role requires:

Of technical skills such as mastery of project management tools like Microsoft Project and Trello, the ability to use planning software, and a thorough understanding of agile methodologies.

Of behavioral skills, including excellent communication, strong leadership, and the ability to motivate a team. It is also crucial that the manager be a source of proposals and that he encourages the taking of initiative among his employees.

By clearly defining these technical and behavioral skills, you will be in a position to target the right candidates and ensure the success of your recruitments.

3 - Evaluate the skills of candidates

3.1 - Skills assessment methods

THEskills assessment is a crucial step in the recruitment process. It makes it possible to determine if a candidate has the skills required for the position. Here are some effective assessment methods:

• The interview : during themaintenance, Ask specific questions to assess the candidate's technical and behavioral skills. Use case studies and practical scenarios to test their ability to solve problems.
• Technical tests : for technical skills, practical tests are a great way to assess the Degree of mastery of the candidate. For example, a coding test for a computer development position.
• Psychometric assessment : psychometric tests can help assess interpersonal skills and the traits of personality. They measure aspects such asemotional intelligence and the ability to work under pressure.
• Situation : Simulate a specific work day or task to observe how the candidate approaches real professional situations. This makes it possible to assess the candidate's ability to adapt and solve problems in real time.
• Yuzu, one Digital Assessment Center specialized in the evaluation of soft skills (the famous soft skills) designed after several years of R&D with researchers in Psychology and Neuroscience.

With the method Yuzu, talents are immersed in Situations developed with the latest technologies of Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Evaluate the soft skills of your talents with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your internal mobility or your recruitment process, we are transforming the assessment of Soft Skills In a moment Loud and playful.

3.2 - The importance of continuous assessment

Competency assessment does not end with recruitment. Once a candidate is integrated, it is essential to continue to assess and develop their skills throughout their professional career. Here are some strategies to support continuous development:

• Regular skills assessments : carry out skills assessments to identify strengths and areas for improvement. This makes it possible to set up training plans adapted to individual needs.
• Continuing education program : Offer regular training to keep skills up to date and develop new skills. The personal training account (CPF) can be used to finance these courses.
• Mentoring and coaching : encourage mentoring and coaching to enable employees to learn new skills and benefit from expert advice.
• Feedback and follow-up : Be sure to provide regular and constructive feedback to help employees improve and reach their career goals.

By taking a proactive approach to skills assessment, you will maximize the potential of your employees and ensure their long-term success.

4 - Valuing skills in the company

4.1 - The impact of skills on company performance

Employee skills have a direct impact on company performance and competitiveness. A team with the right skills can innovate, adapt to market changes, and achieve set goals more effectively. Here are a few reasons why skills are essential for a business:

• Innovation and adaptation : varied skills allow the company to innovate and adapt quickly to market changes. Employees with transversal skills can provide creative solutions to complex challenges.
• Commitment and motivation : by recognizing and valuing the skills of your employees, you stimulate their commitment and motivation. Employees feel valued and are more likely to give their best.
• Reduction in turnover : by investing in skills development, you retain your talents and reduce turnover. Employees feel supported in their career paths and are more likely to stay with the company.

4.2 - Strategies for valuing skills

For valorize To effectively develop skills within your company, here are some strategies to implement:

• Recognizing talent : Establish recognition programs to reward employees who demonstrate exceptional skills. This may include bonuses, promotions, or professional development opportunities.
• Career planning : Offer personalized career plans to help employees reach their career goals. Identify the skills needed for each stage of their journey and offer appropriate training.
• Learning culture : encourage a culture of continuous learning by offering workshops, seminars, and regular training. Encourage employees to develop their skills and share what they have learned with colleagues.
• Collaboration and teamwork : promote collaboration and the teamwork to maximize the sharing of skills and ideas. The diversity of skills within teams can lead to innovative results and better overall performance.

By valuing the skills of your employees, you strengthen the competitiveness of your company and create a fulfilling and productive work environment.

To remember

Defining the competencies of a job is a complex but essential task for human resources professionals and recruiters. By understanding the different skill categories and adopting a structured approach to identify and assess them, you will be better equipped to recruit the right candidates and develop their professional projects.

The continuous assessment and valorization of skills within your company are also crucial to maximize the performance and commitment of your employees. By investing in skills development, you ensure the long-term success of your business and create a stimulating and motivating work environment for your employees.

In the end, the skills management Is a key element ofthe organizational development. By being proactive and adopting effective strategies, you can transform your business into an agile, innovative, and competitive organization in the labor market.