What are technical competencies?

Technical competencies are specific skills, knowledge, and behaviour that help an employee succeed in performing a particular job or task. They include technical skills, such as programming, data analysis, or engineering, combined with soft skills, like leadership, communication, problem solving, and teamwork. Technical competencies are measurable and personal attributes that tend to be aspirational and include factors like performance expectations, attitudes, and behaviour.

Technical competencies are often essential to companies in the information technology (IT) sector, but many other fields also require employees with these core competencies. For example, a software developer’s technical competencies might include programming languages, software development skills, and teamwork skills, while those of a healthcare professional might involve medical equipment operation, patient assessment, and strong interpersonal communication skills.

Related: Skills vs Competencies: Definition and Guide for Employers

Roles that require technical competencies

The competencies employers seek can vary widely between companies and industry sectors. Although the IT sector typically receives lots of attention, many other roles require strong technical core competencies. The technical competencies listed below are often sought after in industries looking for well-rounded candidates:

• Programming languages
• Data analysis and visualization
• Cloud computing
• Machine learning and AI
• Cybersecurity
• Software development
• Data management
• Network engineering
• Data science
• Research methodologies, principles, and practices
• Engineering
• Healthcare
• Financial management
• Project management
• Medical technologist
• Graphic designer
• Web developer
• Administration processes, practices, and procedures
• Consulting

How to find suitable candidates

Finding suitable candidates and making quality hires can often be a daunting task, especially in competitive markets. To enhance the effectiveness of your recruitment efforts and increase your company’s visibility among top-tier talent, consider implementing these targeted strategies:

• Regularly audit resumes with a structured approach. Implement an applicant tracking system (ATS) to organize and filter resumes efficiently. Use predefined criteria and keywords aligned with your job requirements to quickly identify the most promising candidates.
• Leverage internal talent pools. Evaluate existing employees for promotion or lateral moves. Offering upskilling opportunities and succession planning can help fill roles with candidates who are already familiar with your organizational culture and processes, saving time and resources.
• Tap into emerging talent pools. Engage with universities, technical schools, or industry certification programs to connect with newly qualified job seekers. Participate in career fairs or offer internships to identify high-potential candidates early in their careers.
• Maximize the reach of social media platforms. Create targeted ads or campaigns on LinkedIn, Twitter, and industry-specific forums. Showcase your company culture, employee success stories, and achievements to make your organization appealing to potential candidates.
• Partner with specialized recruiters. Collaborate with recruitment agencies or headhunters who have expertise in your industry or specific technical roles. These professionals can provide access to pre-vetted candidates, saving you the time and effort of sourcing and initial screening.
• Write a compelling job description. When you have identified the technical competencies your company seeks, writing a compelling job description can help attract qualified candidates. A good job description goes beyond listing duties and responsibilities and clearly sets expectations. Highlight details about your company culture, employee perks, and value propositions to make a strong first impression that connects with potential candidates.

Related: How to Find Good Employees

The importance of employer brand

The image your company presents internally and externally can have a significant impact on attracting top talent. A strong employer brand, including corporate identity, company culture, value proposition, and reputation, helps you stand out from the competition.

In addition to pay and benefits, candidates are often attracted to a new job because of meaningful work. Emphasizing your company’s core mission ensures that prospective applicants understand your goals and find a connection with their interests and passions.

Four ways to screen and assess a potential hire

Evaluating a candidate’s job skills and technical competencies can help you determine if they are a good fit. Here are some ways to approach screening and assessing a potential hire:

1. Assess candidates based on skills

While a candidate may look good on paper, measuring their expertise based on skills can help you find the best person. Different types of skills assessments can help predict performance and measure future potential more accurately. It doesn’t necessarily mean they’re unqualified if they don’t meet all the desired criteria. In some cases, you can find those gaps and bridge them with training and professional development.

Related: The Importance of Skills-Based Interview Questions

2. Assess other competencies

Assessing the core and specific competencies of a candidate can help you determine how well they can apply their skills and knowledge to solve problems, create value, and adapt to changing situations. Technical core competencies are the essential skills and knowledge that apply to all your employees, such as communication, teamwork, and critical thinking. Specific competencies are specialized skills and knowledge that apply to particular roles, such as programming, accounting, or marketing.

Related: Behavioural Interview Questions to Ask Candidates

3. Prepare useful interview questions

An effective question can prompt the interviewee to think quickly, avoid rehearsed responses, and help you assess their intuitive ability and knowledge. To prepare insightful questions, you can review Indeed’s strategic interview questions to discover relevant questions and improve the quality of your interviews.

Related: Best Interview Questions to Ask Candidates

4. Research your competitors

Competitor analysis broadens your perspective and provides insight into what hiring strategies work and what doesn’t. You may find gaps you can fill to optimize your recruitment process and marketing strategies. Even though all organizations are different, it doesn’t mean you can’t research what’s working for your competitors.

Hiring candidates with the right technical competencies starts with defining your ideal candidate and utilizing strategies like ATS, internal talent pools, and specialized recruiters. A strong employer brand and detailed job descriptions help attract top talent, while effective screening techniques ensure a precise fit. These practices can streamline hiring and support your company’s growth and success.

Related:

• How to Conduct an Employee Evaluation
• How Skills-Based Job Descriptions Can Attract Top Talent and Improve Your Hires