resume examples core competencies

Core Competencies on Resume: Examples & Guide

In This Guide:

What are resume core competencies, strengths & achievements: a modern take on core competencies, why resume core competencies are important, how to develop a core competencies section, examples of core competencies for your resume, takeaways: core competencies on resume.

The goal of every resume out there is to give you a better chance of getting the job you want.

But when you are creating a resume, you have two major problems -very limited space and the urge to make the best out of it.

You don’t know what core competencies are, and you have no idea how to use them on your resume?

Don’t worry, we’ve got you covered.

In this article, we are going to go through a few very important points:

• What are core competencies?
• Why are core competencies important?
• How to develop a core competencies' section on your resume?
• How to choose core competencies for your resume?

Once we are done, you will have some serious knowledge, as well as some confidence in the matter.

If you are interested not only in this section but the overall impression your resume gives, we can show you How to make your resume stand out .

Don’t worry, we won’t give you just plain theory, we have some examples as well.

So let’s not waste any more time and dive into the topic.

The first step we have to take is understanding what core competencies are.

In simple terms, your core competencies are fundamental skills and abilities that you want to show your potential employer.

They should always be directly related to the position you are applying for, don’t just write anything.

The main goal of this section is to get the attention of the hiring manager.

That’s why it is usually positioned front and center on your resume, right beneath your name and contact information in your Resume Header .

And another thing - make sure you list your core competencies as bullet points, rather than sentences.

While listing relevant skills in a core competency section is perfectly acceptable, employers nowadays look for concrete examples of the impact of your work. A more modern approach would be to have sections on your Strengths & Achievements. Open the editable template below to see an example.

There are two major reasons for including core competencies on your resume, and you shouldn’t ignore any of them.

Each one of them gets you one step closer to getting the job you want.

Winning the battle with ATS

Often when you apply for a job, your resume gets preselected not by a human being, but via software.

The Applicant Tracking System (ATS) scans, searching for keywords on your resume , set by your potential employer.

If it decides you are a good enough match, depending on the keywords you used, it would forward your application to the hiring manager.

But getting through that software is not an easy task.

A great deal of resumes get rejected before a human being gets their hands on them.

But, knowing this, you can make sure you pass the ATS test without too much effort.

Read the position you are applying for carefully and find the perfect balance between your core competencies and what the employer is looking for.

And step 1 is complete.

Catching the hiring manager’s attention

But just getting through the ATS doesn’t get you the job.

Not even close, the fight is just beginning.

As we said earlier, the main goal of the core competencies' section is to catch the attention of the hiring manager.

And at this point, that is crucial.

Even after the ATS preselection, the hiring manager would still have to go through tons of resumes.

What you would want to achieve here is to quickly tell the hiring manager that you are qualified.

This is your opportunity to make a lasting impression and get your shot to get to the interview.

Furthermore, it shows the hiring manager some thoughtfulness on your part, as you value their time and show them what they need to see right away.

So, if you do this right, you should be one step closer to getting your interview.

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Drop your resume here or choose a file . PDF & DOCX only. Max 2MB file size.

So, let’s get to the main point.

You already know what core competencies are, but how are you supposed to develop that section for your resume?

There are 4 steps that you need to follow to do this right.

Make a list of your strongest skills and abilities

The first step to developing your core competencies' section is to make a list of all your strongest skills and abilities, relative to the position you are applying for.

The list should include anything that you would include in your Resume skills section , but focus only on the strongest ones.

The list should consist of between 10 and 30 skills or abilities and have a variety of hard and soft skills.

They may be skills you obtained while in school, during your past work experience , or learned by mentors.

Ideally, the list should make you the perfect candidate for the position, when the hiring manager opens your resume.

While making your list, read the job description for any keywords that you might be able to use, and try to make each ability unique and different to demonstrate your diverse skill set.

You need to show that you are a multifaceted and adaptable employee.

Everyone has a different list of core competencies, but some common examples include:

• Strategic planning
• Customer service
• Organizational communication
• Team leadership
• Project management
• Creative thinking
• Risk assessment
• Attention to detail

Change it according to the job position

Secondly, you would want to tailor your core competencies section according to the job position.

Doing so shows your interest in the position and helps you pass the ATS and get to the hiring manager.

What you need to do is take the list you created in the previous step and choose between 10 and 12 skills and abilities that are directly related to the job position specifications.

Featuring no more than 12 items helps you maintain the hiring manager’s attention and increases your chances for an interview.

Your core competencies' section should highlight the skills and abilities required for the specific position. Quality word choice is key.

Keep it short, but not too short

Once you have shortened your list according to the job position, you need to modulate it.

In the core competencies section, you would want to use no more than two words to describe each skill or ability.

Use descriptive language and make sure it is directly related to the job position specifications.

Its good practice to organize your core competencies in bullet points.

Another thing you might want to consider is adding them in a row, instead of a column, in order to use as little space as possible.

Choose the right place

Last, but not least, you need to choose the best place for your core competencies' section on your resume.

As we said earlier, the most popular place to add your section is right below your name and contact information - in the Resume Header .

But there are a few other possibilities that are just as good and may be more fitted to your resume design.

• Below the Resume Objective Section
• Above or below the qualifications section
• Adjacent to the Work Experience Section
• Above the References Section

It may still be a little muddy, so we got you covered by a few example core competencies.

You can use any of them, if they are applicable, or develop your own, using the same principles.

Once again, make sure you make the balance between the skills and abilities you possess, and those which are needed for the job you are applying for.

So, here is our list with both the core competencies and why they would be of value to your potential employer.

• Leadership - shows your skills for assembling, leading and strengthening a team
• Organization and time-management - shows you can keep up with timelines and complete your tasks on deadline
• Communication - shows your ability to work with clients, co-workers and managers
• Problem-solving - shows that you can step on your feet in tough situations and find effective solutions
• Teamwork - shows you work well with others to achieve goals and help each other grow professionally
• Detail-oriented - shows that you pay attention to details to complete tasks effectively
• Responsibility - shows that you can be trusted to complete your tasks on time
• Career-focused - shows that you are focused on your professional growth
• Ambition - shows that you are goal-oriented and make sure your work is the best it can be
• Result-oriented - shows that you always strive to provide the best result possible
• Life-long learner - shows you are always looking for new ways to improve yourself

Another option for highlighting your core competencies, especially if your skillset is really large, is to choose a different resume format, like a Functional Resume Format .

Don’t forget your other options for a resume format either:

• Reverse chronological Resume Format
• Hybrid Resume Format

We are all done.

Now you know what core competencies are and how to use them effectively

You are now ready to get through the ATS and the hiring manager and get straight to your big interview.

Don’t forget - keep it short and to the point, you shouldn’t include information that is not relative to the position you are applying for.

Think about the positioning of your core competencies' section, depending on the resume format you have chosen.

Keep our examples in mind and make your section perfect for the job you seek.

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Core Competencies on a Resume: Guide & Examples

You’re competent. Of course you are.

But being competent is a bit like being proficient, being capable, or being average. No one wants that. It sounds boring, doesn’t it? A bit pedestrian. We all want to shine in our own way. And that is what we want to project onto our resume--our strengths, our fabulous assets, our star quality. If you can’t shout about how wonderful you are on your resume, then where can you shout about it?

There are five basic sections that are standard for a resume and that are the most important to have on there. Even if you do not have a lot to put in one of these sections, it is vital that you do put something. 

So, in order, running down the resume starting from the top, they are the contact details, the Professional Profile, the Core Competencies section, the Career Summary, and the Education section. Extra sections you might want to add include Professional Development & Qualifications, such as relevant courses and workshops, awards (though steer clear of adding on your 50m swim certificate from kindergarten), Languages and the level you speak them, and any IT Proficiency. 

But as long as you have the five major sections, you’re good to go.

The core competencies section

However, a lot of job seekers bypass one of these sections simply because it wasn’t seen as being a section on a resume in its own right until fairly recently.

This all changed when applicant tracking systems came onto the scene.

We’re talking about the core competencies section of a resume. It is often the most overlooked part of this job search document. And yet it holds so much sway and influence as it can really help you stand out to both hiring managers and computer algorithms. Applicant tracking systems are utilized by most employers nowadays. These work by the system automatically screening resumes to determine if applicants are a good match for the role on offer. The core competencies section on your resume is the perfect place to highlight the best skills you have as an applicant that the employer is seeking.

Every resume today should include a core competencies section, yet very few job seekers make good use of one.

If you are not sure how to go about creating core competencies on a resume, you have come to the right place. We will show you what a core competencies section is, how to include one, and throw in some great examples for good measure.

What are core competencies on a resume?

The core competencies on a resume are your core hard skills and competencies that relate to the position you’re applying for. This section is normally located just underneath your Professional Profile. It’s the top four inches on a resume that is the most important, as it is the first part to be seen. That means it has got to grab the attention of the hiring manager straightaway. If they like what they see initially, they will hopefully carry on reading the rest of your resume.

The core competencies on your resume should be listed in bullet points, or with dashes in between, but not in sentences.

Core Skills & Competencies

Or like this:

Project Management | Project Delivery | Full Project Lifecycle | Client Engagement | Process Improvement | Risk Assessment | Issue Resolution | Strategic Planning | Stakeholder Engagement | Change Management | Resource Management | Budget Control | Leadership | Best Practice | Team Building | Line Management |

Keeping it short will make it clear, concise, and more ATS friendly--which we’ll discuss in more detail at the end of this post.

Why is the core competencies section important?

It catches the hiring manager’s attention

Your core competencies quickly tells the hiring manager how well you are qualified for the role, and what you can do. Bear in mind that your resume is only skimmed over for a few seconds before the hiring manager decides whether to reject your resume or look at it in more detail. A core competencies section allows you to quickly show the hiring manager that you’re a perfect fit for the position.

It gets you past the ATS scans

An ATS system screens your resume for keywords and other information to determine if you’re a good match for the position. Why does this matter? Because over 90% of employers utilize an ATS and they reject over 75% of resumes submitted.

The core competencies section is designed so that it contains the keywords and phrases that the ATS may be searching for. It’s also really useful because you can tailor your resume for different positions by swapping keywords in and out.

Examples of core competencies on a resume 

Here is an example of what a core competencies section on your resume should look like:

As you can see, this is a resume for someone in the sales and marketing field. It quickly and concisely shows the hiring manager what skills and knowledge the candidate possesses without having to dig into the work experience section.

Once a hiring manager sees that the candidate’s information is relevant, they are more likely to read the resume in more detail.

Let’s take a look at how we can quickly tailor this to another position.

Another marketing position becomes available which also interests this candidate. This time “Content Marketing” is listed as a required skill. We can simply remove a less relevant skill and include “Content Marketing” instead.

Take a look now:

You can see that customizing your resume is much easier with a core competencies section. If this resume was then run through the ATS, and it was searching for that particular term, it would rank the resume as a good match for the position.

Pro Tip: Do not use buzzwords or phrases such as “ goal oriented ” or “ problem solver” within the core competencies section . Hiring managers are really put off by seeing these overused soft skills on a resume . Stick to hard skills and keywords that are relevant to the industry and the position you are applying to.

How to identify the right core competencies

You need to find the right competencies to include if you want to stand out and get past an ATS system. So, how to do this?

Step 1: Come up with a list of skills that relate to the position or industry that you are targeting.

Step 2: Meticulously check through the job description of the position you want to apply for.

Step 3: Pick out the keywords and phrases from the job description

Step 4: Add them to your core competencies section underneath your Professional Summary, but only if they apply to you, and only if you possess each particular skill.

Pro Tip: You don’t need to change every single one when applying for different positions, as a lot of them can be used for several different applications, if you’re applying for similar roles. However, you should be swapping a few in and out every time to ensure your resume stays tailored and focused.

Core Competencies Examples

Here is an example of what a jobseeker in sales might include:

Strategic Market Planning

Business Development

Community Relations

Territory Development

Team Leadership

Team Management

Customer Service

Customer Engagement

Marketing Strategies

Brand Development

Staff Training

Staff Development

The below are core competencies from the resume of a nurse .

Healthcare Management

Healthcare Development

Nursing Management

Nursing Development

Mental Health Management

Patient Engagement

Palliative Care

Relationship Building

Care Planning

Complex Care Management

Risk Assessments

Safeguarding

Another example below is for a Phys Ed teacher .

Phys Ed Teaching

Teaching & Learning

Educational Management

Educational Development

Classroom Management

Pupil Engagement

Pupil Attainment

Pupil Progress

Behavior Management

Differentiation

Problem Resolution

Staff Engagement

People Management

And finally, here are the core competencies in the resume of a plant operator in the construction industry.

Plant Operation

Telehandler Operation

Building Maintenance

Strategic Planning

Maintenance Management

Grounds Works

General Maintenance

Manual Labor

Installations

Time Management

What about specialized or technical core competencies?

While it is normally best to steer clear of including any jargon in your resume, if you do possess niche skills that fit perfectly with the job advert, then including them is the way to go. These can include skills such as IT programs that you are proficient in, any medical terminology, and scientific terms.

If you use acronyms, such as CRM for Customer Relationship Management, it is best to spell these out for the ATS.

Failsafe tips for writing your core competencies

Keep it short. Don’t use full sentences as this isn’t as clean and concise as short, punchy keywords. Stick to one or two words for each skill.

List it under the summary. Listing your core competencies under your resume summary makes it easy to spot at first glance. You want to capture the hiring manager's attention from the start and show that you’re a good match for the position.

Tailor your resume. You should be swapping keywords in and out for each position you apply for. Look at the job description to get ideas of keywords that the applicant tracking system would be looking for. Major responsibilities and skill requirements from the job description should be listed in your resume.

Don’t stuff your resume full of keywords. You might be under the impression that the more you fill your resume with keywords, the higher your resume will rank in an applicant tracking system test . This is a myth. As quickly as an ATS rejects a resume without any relevant keywords, it also rejects ones that are stuffed with tons of them. Keep it to between 9 and 12 core competencies, with additional skills threaded throughout the resume in the Career Summary section.

A core competencies section can really help give your resume the boost it needs, and set you apart from the rest of the competition. It allows you to pass ATS systems and capture the attention of a hiring manager, quickly and easily. Just remember to tailor your resume with relevant keywords for each position you apply for.

The best of luck with your job search.

Having your core competencies on a resume really screams out to a recruiter that you’re the one for the job…as long as they are relevant. It’s vital that you check this every time. For a heads up on how your resume fares, give ZipJob’s free resume review tool a go. It will give you pointers on where to improve your resume, so you will be raring to go next time you apply for a job.

Related posts:

 7 Resume Headers and Sections You Need (+ Examples)

 What Does Relevant Experience on a Resume Mean? (Examples + Tips)

Cover Letter vs Resume – What’s The Difference?

Elizabeth Openshaw, Editor & Content Writer, Elizabeth Openshaw, Editor & Content Writer

Elizabeth Openshaw is an Elite CV Consultant with over 12 years of experience based in Brighton, UK, with an English degree and an addiction to Wordle! She is a former Journalist of 17 years with the claim to fame that she interviewed three times Grand Slam winner and former World No.1 tennis player, Andy Murray, when he was just 14 years old. You can connect with her at Elizabeth Openshaw | LinkedIn .

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Core Competencies For Your Resume (With Examples)

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Find a Job You Really Want In

Many successful professionals and companies define their core competencies, which are the qualities that set them apart from their competition. When you’re looking for a job, understanding your core competencies and showing them off is key to getting hired.

In this article, you’ll learn which core competencies you should include on your resume, see examples of how to do this, and learn more about core competencies in general. You’ll also learn how to talk about your core competencies in an interview and how they play out from a business perspective.

Key Takeaways

Core competencies are the skills, traits, and experiences that set you apart as a candidate.

Core competencies such as communication, leadership, and problem-solving are important to include on your resume .

Businesses also use core competencies to show how they stand out from the competition.

Core Competencies to Include on a Resume

How to create a core competencies section for your resume, example core competency resume section, how to answer “what are your core competencies” in an interview, how core competencies work in business.

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While core competencies are traditionally associated with defining a company’s identity, they can also apply to creating a comprehensive applicant profile on a resume .

Core competencies in a resume can impress a hiring manager and lead them to offer an opportunity to interview. They create a summary of the soft skills that make you a notable candidate and paint a picture of who you are.

Consider the following examples of core competencies that could be helpful on your resume:

Communication. Communication is a crucial skill for a company’s employees to have – both between co-workers internally and with customers externally. It’s an essential trait that employers look for in potential hires.

Leadership. Finding candidates with strong leadership skills is very important to employers, whether they’re seeking to fill a management role or not. Even in entry-level applicants , demonstrating leadership skills can show the potential for growth and positive qualities.

Listing leadership as a core competency on your resume lends itself to predicting that you’ll probably be successful in other areas as well. Consider leadership positions you’ve had in the past and examples of leadership skills to see if any of them fit you.

Examples of leadership skills include:

Time-management

Dependability

Flexibility

Goal-oriented. Being goal-oriented is an in-demand trait for employees to have across multiple industries. It means being able to create plans, set expectations, and follow through with meeting an objective. It correlates to a lot of other positive qualities, as well.

Problem-solving. Companies don’t want employees who will freeze or fall apart as soon something goes wrong. They want workers who are skilled at approaching problems with confidence and coming up with creative solutions to overcome them.

Teamwork. You’re always going to have to work with a team in some capacity, and employers value candidates who can show that they know how to function on a team and will add to the larger unit, not drag it down.

Additional core competencies you could put on your resume include:

Time management

Responsibility

Organization

Adaptability

Self-motivation

Collaboration

Commitment to excellence

You can also include industry-specific core competencies on your resume such as SEO, food safety, or curriculum development.

A core competencies section on a resume is a summary of your unique qualifications and skills that replaces your resume’s skills section. Just as a business uses core competencies to generate and maintain customer interest, your resume’s core competencies should get the hiring manager interested in you.

Make a master list of your core competencies. Start with a judgment-free brainstorming session where you jot down every hard and soft skill you have. Think about what you’re often praised for at work or by friends — these are the things that other people consider to be your core competencies.

Read the job description . Looking over the job requirements and the employer’s version of an ideal candidate is immensely helpful for deciding which core competencies to include on your resume. Pay special attention to soft skills that serve to differentiate candidates, like creativity or problem-solving.

Research the company . Companies aren’t shy about their values and mission — it’s usually right on their website’s About Us page . For example, let’s look at Amazon’s mission statement:

Our mission is to continually raise the bar of the customer experience by using the internet and technology to help consumers find, discover and buy anything, and empower businesses and content creators to maximize their success. We aim to be Earth’s most customer centric company.

Even if you’d somehow never heard of Amazon before reading that, you’d know that valuable core competencies for your resume include customer service, maximizing convenience, the ability to leverage technology, and constant improvement.

Include core competencies that overlap. Finally, cross-reference your original master list with your findings from the job description and company research.

Repeat the process for each job application. Hopefully, steps 2 and 3 made it clear that you’ll need to repeat this process for each job you apply for. And it’s not just for the core competency section — each resume you send out should be optimized and tailored for the specific job .

Customer-focused and creative Account Manager with a 6-year background in software and technology products and services. Successfully leveraged market research skills to position ABC Corp. in 5 new regions, increasing annual revenue by 110% in first year of expansion .

Staff Accountant | 2015-2021 123 Corp. Implemented innovative budgetary program to meet interdepartmental needs Devised purchase and distribution schedule that reduced corporate tax burden by 17% YoY Interviewed, hired, and trained a team of 6 junior bookkeepers and accountants

Core Competencies Data Analysis | Problem-Solving | Project Management | Integrity

Core competencies are the qualities, resources, and skills that provide a company or individual with a strategic advantage over their peers.

The concept of core competencies first arose in a 1990 Harvard Business Review article as a management theory to describe the skills and resources that a business uses to create a unique advantage over its competition.

It isn’t some free-floating idea or opinion put on a company by its observers. Core competencies are skills and resources defined by the organization or person and used to their advantage strategically.

The benefits don’t just come naturally from core competencies. You need to take time to define them, discuss a plan of action, and follow through to stand out from the crowd long-term.

Traditionally, core competencies are used to evaluate a company’s capabilities and advantages in the market.

In recent years, this term has expanded to be utilized by job-seekers to demonstrate their employable competencies. Applicants use their resume to highlight their core competencies through skills , traits, and experience, the combination of which makes them a distinctive candidate.

Once you’ve committed to listing several of the most relevant and impressive core competencies on your resume, you must prepare for an interview . The potential employer has become familiar with your tagline, and in the interview, they will put your skills and knowledge to the test with strategic interview questions .

Consider the following tips for giving a satisfying answer if your interviewer ends up asking you, “what are your core competencies?”

Be honest. While you want to be strategic in an interview, you never want to be dishonest. Make sure you’re sincere when discussing what your core competencies are in an interview. The hiring manager will often be able to tell if you’re being disingenuous or telling them what you think they want to hear.

Provide specific examples. One way of strengthening your interview answers is by providing detailed information about an example of a time you used your core competency skills. Think back to a former job or position and the reasons why you believe you demonstrate these abilities.

Express how your core competency will help their company. Tying together your skills with the benefit they can bring to the company you’re interviewing with is an excellent way to impress an interviewer when they’re asking about your core competencies. It reminds them that you’ve considered how these abilities will affect your job performance and displays you as a prepared candidate.

While the use of core competencies between job applicants and businesses may differ, they serve a similar purpose: to illustrate a unique set of skills and experiences to catch people’s attention and puts them ahead of their competition.

Core competencies are effective in demonstrating the unique traits that make a company or candidate noteworthy. They work by reflecting on a combination of evidence-based competencies you have and expressing these to the people considering you or your product.

While developing a core competency for your business may seem like a straightforward way to advance growth, there are both advantages and disadvantages of focusing on this framework.

Advantages of Core Competencies in Business

Usable across many industries. Whether you work in technology or children’s fashion, defining your business’s core competencies can positively impact your success. It can also be useful in highlighting the special features of a particular product.

Difficult for competitors to duplicate. One of the most decisive advantages of leaning towards a core competency model is that it’s difficult for your competitors to duplicate your specific skills and resources.

If your organization can develop an effective competency strategy, your competition won’t be able to copy it. It becomes ingrained in your identity, and customers come to associate these concepts with your brand .

You can see examples of this in companies like Apple, which cornered the market in product innovation. Another strong example is how Netflix became synonymous with easily streaming TV and movies from home.

Builds a long-term advantage over competition. Building a brand strategy around a core competency has the potential to drive long-term competitive advantages.

Many organizations and products see success in the short term when it comes to capturing consumer attention. They experience surges in business for years, even, before their numbers drop down from being replaced by a more strategic brand and fading behind the competition.

Disadvantages of Core Competencies in Business

Market demand can change. When an organization establishes a core competency model, those qualities and aspects of its brand or team become their identifier . It’s the permanent face of the company for the lifespan of their business. The core competence you choose to focus on needs to be able to withstand changes in the market.

Things like technology advancements and consumer perspectives can destroy a business’s positive streak. Take a look at what happened to video-rental stores.

You need to organize your company’s actions around core competency. Deciding to emphasize core competency can incur the difficulty of always needing to consider it before taking action. Doing things that go against your company’s core competency will quickly discourage consumers from doing further business with you.

The possibility of relying on an unstable resource. Many businesses that implement a core competency model will do so by utilizing a combination of their resources, skills, and features. However, resources can become limited when you’re outsourcing.

Examples of Core Competencies in Business

High-quality service or product. When consumers invest their hard-earned money in a product or service, they’re expecting to receive quality. They want the best.

Across various industries, there’s often a leading provider that’s known for this consideration of quality.

Having a reputation for being a business that puts for high-quality products and services can be a powerful core competency to build on because it’s something people are always looking for.

Customer service. Structuring a company around providing top-notch customer service can attract more business. It makes people’s purchasing experience more pleasurable and provides them with confidence that you’ll take care of any issues that arise.

While Amazon is one of the most prominently known companies with this core competency model, many other kinds of companies succeed with a similar structure.

Examples of businesses that focus on customer service include:

Trader Joe’s

Embracing and providing innovation. Innovation is a popular core competency to attempt but a difficult one to succeed in. Choosing to construct a company image around producing innovation requires resources and a staff equipped to deliver creative, new ideas consistently.

One of the companies best known for this rapid innovation competency is Apple. Their customers have come to expect a consistent stream of new, revolutionary products coming out on a prompt schedule, and now, that has become part of their identity.

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Sky Ariella is a professional freelance writer, originally from New York. She has been featured on websites and online magazines covering topics in career, travel, and lifestyle. She received her BA in psychology from Hunter College.

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How to List Your Core Competencies on Your Resume

The goal of your resume is to “sell” your professional abilities — the skills and knowledge that make you fit to do the job. Or, in other words, your core competencies.

When you include a core competencies section on your resume, you draw attention to your most relevant skills. That’s a great way to impress hiring managers and ensure that you get a green light from the ATS system (if there’s one in place).

So if you are wondering just want core competencies to list on your resume and how to do that professionally, here are your answers!

What Are Core Competencies?

The FBI (Federal Bureau of Investigation) defines core competencies as:

 “The categories of knowledge, skills, and abilities all FBI agents are expected to cultivate and use in their work.” 

That’s as concise and clear of a definition as you can get!

Other hiring managers also understand core competencies as your key qualifications — the abilities you bring to the role. 

Why are core competencies so important? Well, over time any business may change its technologies and methodologies. However, it’s much less likely to change its defining characteristics (aka the gist that differentiates it from the competition). This “gist” stands for the company’s core competencies. Your core competencies, in turn,  underscore your ability to help a potential employer remain distinct and competitive.

List of Core Competencies for a Resume

Enough with some vague terms. Here are concrete examples of core competencies you may consider for your resume (and your LinkedIn profile! ) to make a stronger first impression. 

General Core Competencies 

• Analytical abilities 
• Organizational skills 
• Digital literacy 
• Interpersonal skills 
• Self-management 
• Conceptual skills 
• Emotional intelligence 
• Critical-thinking 
• Flexibility and adaptability

Core Leadership Competencies

• Visionary thinking
• Strategic planning
• Change management
• Training and mentoring
• Data-driven decision making 
• Persuasion 
• Negotiation 
• Conflict resolution
• Relationship building
• Empowerment
• Accountability
• Time management
• Cultural competence
• Team building 
• Employee engagement 
• Continuous learning
• Innovative thinking 
• Creativity 

Core Competencies in Business

• Business acumen 
• Sales and marketing 
• New product development 
• Project management 
• Data analysis 
• Market research 
• Competitive analysis 
• MVP development 
• Market segmentation 
• Supply chain management 
• Quality control 
• Financial forecasting 
• Operations management 
• Regulatory compliance
• Stakeholder engagement
• Crisis management
• Sustainable practices
• Corporate social responsibility 
• Knowledge management 
• Talent acquisition 
• Performance measurement 
• Process optimization 
• Supply and vendor management 
• Brand building 
• Digital transformation
• Technology acquisitions 
• Cybersecurity awareness 
• Public relations management 
• Workplace diversity and inclusion 
• Customer relationship management 

Core Competencies vs. Hard Skills: What’s the Difference? 

You’ll notice that these examples of core competencies aren’t tied to mastering any particular software, or methodology, or having specific technical skills . 

That’s because core competencies are qualities that you develop along with your soft skills and these can be universally applicable, just like other transferable skills .

For example, the ability to provide empathetic customer service is a core competency. The ability to use customer service software such as ZenDesk is a hard skill. Sense the difference?

Hard skills describe specific proficiencies. Core competencies cover a broader range of aptitudes, abilities, and knowledge that help you be successful in a role. 

Examples of Core Competencies For Different Roles

As a well-rounded professional, you have a lot of different competencies to offer. However, an appropriate resume shouldn’t run longer than one page . 

That’s why you need to curate your list of core competencies for each job to make it fit in a resume summary — roughly ⅓ of the page. To make this task easier, we’ve created a list of profession-specific core competencies. Feel free to swipe and customize these for your resume! 

Social Work Core Competencies

Social workers must demonstrate a combination of strong soft skills (active listening, communication, empathy) with broader competencies in advocacy, organization, execution, and management of complex people cases. Since you’re working with different, often vulnerable people, you also need to show excellent cultural competence, use inclusive language, and avoid biased judgments. 

To create a persuasive resume, consider including the following social work competencies: 

• Human behavior analysis 
• Child welfare
• Family dynamics management 
• Trauma-informed practices 
• Substance abuse intervention
• Gerontology studies 
• Rehabilitation counseling
• Mental health management 
• Psychopharmacology
• Community engagement
• Policy analysis and development 
• Social justice leadership 
• Advocacy for LGBTQ+
• Diversity equity and inclusion (DEI) 
• Group work management 
• Human rights advocacy 
• Ethical decision making 
• Unconscious bias management 
• Intervention strategies development 
• Individual supervision 

Nursing Core Competencies

A great nursing resume does more than list your medical skills and knowledge of different types of procedures and clinical protocols. It also highlights your commitment to high patient care standards, strong self-management skills, and commitment to ongoing professional development. 

To impress the hiring managers, consider adding these core nursing competencies to your resume: 

• Patient-centered care
• Interdisciplinary collaboration 
• Patient education 
• Preventive medical practices 
• Evidence-based health assessments 
• Ethical clinical judgment 
• Workplace leadership 
• Mental resilience 
• Quick adaptability 
• Cultural sensitivity 
• Patient advocacy 
• Holistic nursing
• Chronic disease management 
• Nursing research 
• Care coordination 
• Palliative care 
• Pain management 
• Infection control 
• End-of-life care 

For more ideas, check our list of nursing skills for a resume . 

Core Competencies in Marketing

Marketing is a wide field with plenty of interesting (and well-paid!) job opportunities. Because of that, it’s important to clearly communicate which type of marketer are you: a digital marketing extraordinaire or a public relations (PR) pro . 

Your list of core competencies is the best place, where you can sum up your key areas of expertise.   

• Go-to-market research
• Competitor analysis 
• Brand development 
• Content marketing 
• Search engine optimization (SEO)
• Search engine marketing (SEM)
• Social media marketing (SMM) 
• Influencer marketing 
• Content strategy 
• Copywriting
• Conversion rate optimization (CRO) 
• Public relations (PR) 
• Email marketing 
• Email deliverability optimization 
• Pricing psychology 
• Event planning
• Account-based marketing (ABM) 
• Affiliate marketing
• Customer relationship management (CRM)
• Marketing automation 
• Media planning and buying 
• Mobile marketing
• Viral marketing
• Growth Hacking
• Product marketing 
• Data analytics 
• Target audience analysis 
• Customer persona development 
• Customer journey mapping 
• UX writing 
• Channel management 
• Integrated marketing communications
• Loyalty programs development 

How To List Core Competencies On Your Resume

Should you have a separate core competencies resume section? Probably not. Your core competencies need context to have the most impact. You want to show the hiring manager that you can apply these in the work that you do.

So instead of doling out some precious resume “real estate”, try doing this instead:

List Core Competencies In Your Resume Summary

Your resume summary is a two-sentence max snapshot of your professional abilities that sits 

at the very top of your resume. Thus, it only makes sense to choose two or three core competencies to emphasize here. Remember the idea is to show, not tell. 

Here’s an example:

Experienced digital marketing manager with five years of experience leading a distributed team of content creators, analysts, and social media experts. Employs a leadership style that emphasizes communication, directly involved in all branding initiatives.

Sprinkle Some More Core Competencies In The Work Experience Section

The work experience section is where you can show exactly how you applied your core competencies in tangible ways. You should also use this section to draw a connection between your technical skills and your core competencies.

Consider this example of a work experience entry:

Casper Enterprises Front End Web Designer June 2015 – Present

Designed websites, apps, and user interfaces for web-based software applications. Worked with a diverse collection of clients in the entertainment and e-commerce industries. 

Successfully designed optimal user experiences by

• Gathering user requirements.
• Analyzing existing web pages and software.
• Employing customer experience best practices.
• Using tools including Proto.io and Sketch to perfect front-end designs.

From this resume example, it’s clear that the applicant works at a company valuing great user experience in products. That means that user experience is the core competency. The skills that support that are the ability to gather user requirements, use UX tools such as Proto.io and apply industry best practices.

You can style a similar work entry section by using one of our free Google Docs templates for resumes . Then easily customize it for each job in several clicks. 

Consider a Dedicated Skills Section

If you’re using a two-column resume template (like our Plain in Purple ), you’ll have room to fit a dedicated Skills section. This is a great way to put your most marketable competencies into the limelight. 

For a better reading experience, organize this section with subheads and bullet points. For example, a sales resume may include the following details:  

Core competencies  

• Data-driven prospecting 
• Consultative selling
• Account-based marketing 

Technical skills

• Salesforce 
• Power BI 
• HubSpot 

Interpersonal skills

• Closing techniques
• Active listening 

Bring Up Core Competencies In Other Resume Sections 

Your professional summary and work experience are the two key areas for you to focus on your core competencies. However, you can also use your education section, and the hobbies and interests section of your resume as well.

For example, when you list a college or university on your resume, you can mention that you were the creative director of the school’s theater program. You can also note that you lead the school’s recycling initiative. Finally, you can also emphasize core competencies if you list your hobbies and interests. Here’s a quick example:

Cooking and Baking

Work as a volunteer instructor at the local community center teaching families to cook healthy foods for active lifestyles

Such entries can really help you ‘beef up’ your resume if you’re new to the workforce, took a leave, or plan to change careers .

Final Tip: How To Choose The Best Core Competencies For Your Resume

To find the core competencies you should emphasize, do a bit of research. First, the job listing might provide some clues. For example, it might say, ‘We are looking for creative individuals with the ability to lead remote teams.’ That tells you directly that they value creativity and leadership. Less directly, they also tell you that communication is key. After all, that’s what it takes to lead a remote team.

You can also look at the company’s website. Read the company mission statement, About Us page, and other similar documents to further understand which competencies are most important.

Ultimately, your goal is to show your potential employers that you possess the attributes and capabilities a potential employer needs to achieve its goals!

Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice... more

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30 Core Competencies Examples & How to Assess Them

A company’s core competencies equip them with the essential skills and personality traits that make them unique and successful . Think of them like a “secret sauce” of sorts, turning bland corporate structures into thriving, distinct communities.

However, to harness the power of that secret sauce, you need to understand the ingredients first. Namely, what are your staff competencies? If you don’t know those, hiring is like rolling dice.

Competency models standardize recruitment, evaluation, and skill acquisition. The result of focusing on core competencies when hiring? You can boost staff retention, attract the right personalities, and gather the essential skills needed to offer superior value in, well, whatever you offer.

Ready to rationalize recruitment and solve the skills management puzzle? Use our list of 30 core competencies to build an elite-level competency model that vibes with what makes you unique.

TL;DR — Key Takeaways

While entire organizations have core competencies, personal core competencies are the skills, knowledge, or qualities employees need to meet a company’s core strategic requirements.

A company’s competencies set it apart from the crowd. Unique competencies allow businesses to provide superior customer service or deliver low prices without diluting quality. In the best cases, organizational core competencies match unique corporate strengths with employee skills .

Core competencies relate to role requirements or personal qualities . They may be essential for individual jobs or critical for all employees. Competencies range from basic to advanced, depending on proficiency levels and seniority.

Choose core competencies to meet strategic needs. Too many competencies can make models unmanageable, while too few won’t capture enough information. 8-12 competencies suit most positions.

Use core competencies in recruitment, performance evaluation, and assessing internal skills gaps . HR teams can use targeted skills testing platforms like Toggl Hire to ensure employees or job candidates have the required abilities.

What are core competencies?

Core competencies are qualities, knowledge, or abilities required for employees to perform at their best . They define what makes employees or companies unique and irreplaceable.

Managing core competencies creates workforces that meet organizational goals, giving companies a competitive advantage. For instance, by delivering excellent customer service or maintaining exceptional products.

Competencies are closely related to skills but aren’t identical . Core competencies are applied skills and combine specific workforce capabilities with proficiency levels. Looking for candidates with the most in-demand skills and proficiencies enables HR teams to find ideal employees.

If you prefer to work mathematically, core competencies = skills + proficiency levels .

Working with that formula, we can also identify two main types of core competence:

Organization-wide core competencies are essential for all employees. They’re core capabilities selected to achieve a company’s strategic objectives. Examples could include empathy and conflict resolution for customer-facing services.

Functional core competencies relate to individual roles. Every role requires employees with unique capabilities. For example, a finance manager should be well-organized, adept with financial software, and have robust cross-departmental communication skills.

With this information in mind, you’re probably thinking, “Great! But how do you choose competencies that improve business performance without making the recruitment process unnecessarily complex ?”

Thinking about business and personal core competencies is a good starting point. This approach simplifies each role and focuses on organizational aims.

Business core competencies

Business core competencies focus on improving a company’s competitiveness . They’re the skills, products, or abilities that allow companies to serve their target audience better than their competition, like value or buying power.

We’re all familiar with how this works — even if you’re unaware of it consciously. Retailers often foreground value as a core competency, promoting highly competitive prices to build market share. Others make customer service or product support their defining quality.

Personal core competencies

Personal core competency refers to human capital. They represent the stock of skills and capabilities needed to outperform competitors.

Personal core competencies make teams or workforces distinctive. For example, marketing team competencies could require creativity and problem-solving expertise, experience in social media engagement, and storytelling flair.

Why core competencies matter

Core competencies are an essential business strategy. Used wisely, they empower HR teams in the following ways.

Strategic planning

Core competencies aren’t just individual skills that are nice to have . They ensure every hire or training course aligns with organizational needs.

Companies use competency models to change strategic direction as market conditions shift. For example, if a company’s products are becoming obsolete, they may switch focus from customer service to problem-solving and technical innovation to attract more customers.

Skills gaps

Monitoring core competencies also identifies critical skills gaps . Monitoring (and closing) skills gaps enables companies to stay adaptive and competitive.

A skills analysis, for example, might reveal that a company needs a Python developer or AI technician. Assessing competencies adds resolution to the recruitment requests. HR teams can find skilled technicians with   relevant market experience or personal qualities — not just technical skills.

HR efficiency

A company’s core competencies, when well-defined, help refine recruitment efforts. They help hiring managers separate exceptional candidates from the crowd and make HR functions more systematic.

HR managers can assess employee performance against exact requirements and company-wide needs. Core competencies also make succession planning easier, as strategic data helps identify potential promotions and helps reduce the risk of bad hires .

Career development

Employees develop core competencies to build skill profiles that align with business needs. This helps them work smarter and more effectively.

Workers can develop their skills to meet the core requirements of more senior positions, while HR teams also create programs to improve employee skills or abilities, fostering a culture of personal improvement.

Business success

Finally, a company’s core competency model has general benefits, like giving the business a competitive advantage and ensuring success.

Just think about it — companies rely on skills and productive teams. Core competencies match recruits with positions, so every employee fits the organization’s core needs. Even better, when individuals are well-matched to roles, they’re happier and stay for longer.

30 core competencies examples

Now that we know a bit about what a core competency is, let’s dive into the nitty-gritty and look at a few examples of core competence to help you build competency profiles for use in the hiring process.

One thing to remember: core competency levels vary from basic to advanced . We’ve included some guidance about what to look for at different levels among this list of the most important core competencies. However, the exact requirements should match your strategic needs.

1. Detail-oriented

💡 Detail-oriented people are accurate, punctual, self-organized, and generally highly professional.

At a basic level, detail-oriented workers meet deadlines and produce work with few errors. Advanced qualities include organizing project teams to get the most out of every participant, assessing project requirements , and creating detailed plans.

2. Motivated

💡 Motivated employees have an inner drive to expand their abilities and take on more responsibility. They require little prompting from business managers to deliver their best work.

In general, highly motivated workers are proactive and seek additional tasks to improve their knowledge or understanding of a topic. At higher levels, workers with motivational competencies seek more responsibility, like voluntarily signing up for training courses and embracing new challenges.

3. Adaptable

💡 Adaptable employees deal with changing role responsibilities and support other team members as needed. They build resilience within an organization by possessing competencies for many roles.

At the basic level, adaptable employees possess multiple skills that (hopefully) match up to organizational roles. High-level adaptability involves managing change as conditions evolve. These types of employees help identify changing business needs and act accordingly.

4. Innovative

💡 Employees with a creative mindset have the confidence to apply innovative solutions to critical problems.

Innovators are keen to explore new ideas and techniques. They apply creative thinking to handle challenges. Advanced innovation involves continuous learning and the ability to exploit emerging technologies. Those with a strong innovative core competency might explore many ways to achieve goals and never rely on a single approach.

5. Time management

💡 Employees with time management as a core competency meet project deadlines, organize tasks efficiently, and understand how to prioritize critical tasks.

Basic level time management involves executing tasks within a pre-defined time limit. These types of employees require little input from managers to organize their tasks and set realistic deadlines they follow through on. Advanced time management is more organizational in nature, like analyzing how departments and workers use time to optimize internal processes.

If organizational skills and meeting strict deadlines are super important to the role, include a  time management skills test  as part of the interview process. It helps assess applicants’ time management, task prioritization, and goal-setting capabilities.

6. Teamwork

💡 Employees with teamwork as a core competency can seamlessly work within a team to achieve common goals.

Team-oriented workers support others and promote a healthy working atmosphere because they understand their responsibilities and carry out duties as directed. Advanced competencies involve fostering teamwork, like working to build relationships within teams and bridging the gaps between departments within the same organization.

7. Problem-solving

💡 People with strong problem-solving skills can implement strategic solutions and communicate strategies to colleagues with ease.

Most employees are able to identify problems as they arise and notify managers. More advanced problem-solving skills involve identifying and solving problems with minimal input from others or even anticipating problems before they arise. In the best cases, an employee can detect patterns of similar problems and create proactive strategies.

8. Communication

💡 Communication as a core competency ensures someone can provide accurate and understandable information to others.

Any employee should be able to explain simple information clearly. Those with outstanding verbal and written communication skills likely participate in discussions within teams or departments and liaise with individuals across the company and external organizations. Advanced communicators speak to enterprise-wide audiences and likely have strong public speaking and persuasive communication skills.

9. Willingness to learn

💡 These employees are open to continuous learning. They seek to improve their skills at every opportunity.

Basic-level employees build skills for a single role, while intermediate competency for this kind of team member involves seeking more advanced knowledge to use in future challenges. Higher-level employees constantly refine their skills to reflect external developments.

10. Persuasiveness

💡 Persuasive employees can convince others to change their course of action or assume a different perspective.

Basic persuasion involves communicating ideas clearly or even, at a higher level, negotiating with colleagues and influencing team policies. Advanced employees promote complex strategic goals at a senior level and can convince others to accept the disruption of business activity in pursuit of organizational success.

11. Resilience

💡 Resilient individuals deal positively with adversity. They learn from mistakes and prevent similar situations in the future.

Resilient employees don’t allow setbacks to affect performance or motivation. At an intermediate level, resilient workers support other colleagues during crises, while those with higher levels of resilience motivate teams or departments despite serious problems. Great managers build resilient teams, prepare for incidents or stresses, and help colleagues navigate difficult periods.

12. Empathy

💡 Empathic employees are able to immediately identify with the emotions of colleagues or clients and see their points of view.

Basic empathy involves supporting others as a part of everyday life. Those with empathy at the center of their core capabilities, however, actively listen and easily detect or defuse emotional problems. This competency is related to an organization’s culture, too. Empathetic employees help create a welcoming and inclusive culture.

13. Leadership

💡 Employees with leadership as one of their distinctive competencies have the confidence and skills to guide colleagues, enabling and encouraging others to develop their skills while meeting organizational objectives.

Leaders support and guide fellow team members. More advanced leadership demonstrates the ability to cultivate skills and build team capacity, while higher-level leaders are trusted mentors for recruits. They usually set the tone and direction of departments or companies.

14. Negotiation

💡 Negotiators understand how mutual agreement leads to outcomes that serve every party.

Basic negotiators join discussions and offer opinions. Mid-level competencies in negotiation help bring team members together for mutually beneficial ends or negotiate between departments. Higher-level negotiators handle organization-wide disputes or resource allocation.

15. Results-oriented

💡 Employees who are results-oriented focus on achieving results for the organization or team.

Most employees routinely achieve their goals and gradually move on to more challenging tasks. More results-oriented employees go beyond that baseline to deliver exceptional value in their daily work. At the most advanced level, results always exceed expectations and align with organizational goals.

16. Storytelling

💡 Employees with strong storytelling skills turn organizational strategies or products into compelling narratives. The stories they tell promote trust and build loyalty while supporting the overall brand identity.

Storytellers translate brand guidelines into content for external audiences, often leading to successful marketing campaigns. Exceptional storytellers develop new ideas to enrich the brand identity, help shape the brand narrative, and consistently seek new audiences to exploit business opportunities.

17. Customer-focused

💡 Customer-focused people perceive the practical and emotional needs of customers. They listen to customer feedback and promote the company in a way that meets customer expectations.

You’ll know someone is customer-focused if they’re able to use active listening to shape marketing narratives around customer requirements (which is just as important to successful marketing as anything else). Advanced employees study customer behavior patterns and develop a detailed knowledge of the organization’s audience.

18. Creativity

💡 Creative employees approach each challenge with fresh eyes and are willing to try something new if existing approaches fail.

Creative people can solve small-scale tasks independently and with a bit of flair. Medium-level creativity extends to larger projects and requires workers to adapt to challenges in unique ways for each project. Advanced creatives craft brand stories and pilot organization-wide initiatives — always avoiding pre-defined ideas and applying their initiative.

Creativity is notoriously hard to assess since it’s so subjective. When evaluating an employee’s or candidate’s creativity, look for originality, flexibility, and relevance. The last one is particularly important, as it relates to how valuable creative ideas will be when implementing creative solutions.

19. Realistic goal setting

💡 People who excel at setting goals understand individual, team, and corporate limitations. They consider available resources and time and develop plans with those limitations in mind.

Basic employees set sensible, well-defined goals, while more advanced workers set clear goals for teams or departments. Higher-level employees are adaptable and able to assess what’s realistic for the business. They set clear guidelines for junior colleagues and match employee activity with resources.

20. Building relationships

💡 Employees with relationship-building competencies adopt practices to strengthen and maintain productive relationships.

It’s important that all employees be able to establish strong relationships with clients and colleagues and build trust through regular contact. Advanced employees manage high-value contracts and generate consistent returns from client relationships. They build strong internal teams and prioritize relationship maintenance daily.

21. Multitasking

💡 Employees with multitasking skills easily handle more than one task or project simultaneously. Intelligent time management and planning enable them to complete tasks on deadline without diluting quality.

Strong employees can manage more than one task without sacrificing quality. Advanced multitaskers manage project portfolios or different departments, while senior employees take on management, analysis, and communication roles to guide different areas or members of the organization.

22. Conflict resolution

💡 Employees with this competency identify, defuse, and resolve disputes between colleagues.

Whether a miscommunication regarding cloud storage or frustration over a missed deadline, everybody should be able to listen to their colleagues and participate in group discussions to resolve disputes and ensure smooth teamwork. Higher-level conflict resolution competencies allow workers to negotiate sustainable resolutions while also understanding the roots of conflict.

23. Responsibility

💡 Responsible individuals shoulder the burdens of risk and expectation and admit mistakes when they occur.

Responsible employees actively seek roles with greater responsibility. They take action to mitigate risks without compromising productivity. At higher levels, responsible employees are decisive and able to defend their decisions. They’re comfortable dealing with constant change and make effective leaders.

24. Analytical

💡 Being analytical means being able to process large amounts of information efficiently. The best decisions derive from considered judgment based on sound analysis.

These days, it’s no huge ask for employees to handle large amounts of data or written material (it’s just the nature of the technical world we live in). Strong analysts can translate that raw data into action and ideas. They possess the ability to identify patterns, apply appropriate metrics, and use analysis to improve working practices.

25. Entrepreneurial spirit

💡 These types of employees achieve business goals and act autonomously and creatively to exploit market opportunities.

You don’t need everybody to have an entrepreneurial spirit, but this helps if you’re running a small business or are hiring a leader, as these employees understand how to make products appealing to customers and can weave compelling narratives to build market share and drive success.

26. Decisive

💡 Decisive employees avoid excessive deliberation or escalation to senior colleagues. Decisions are evidence-based and followed up with necessary resources.

A “good” employee understands when to take action. They resist the urge to seek approval for routine tasks. A “great” employee, however, defends their decisions when challenged and has a meticulous yet efficient decision-making process.

27. Stress management

💡 Strong employees prioritize mental well-being and manage workloads to minimize stress. They understand sources and support others to maintain a healthy working environment.

It’s okay (and sometimes necessary) for employees to challenge managers if they impose excessive workloads. Strong employees with stress management skills are capable of designing group dynamics to reduce stress and encourage productivity. At the highest level, these employees implement strategies to provide support and resolve the sources of stress before problems arise.

28. Integrity

💡 Workers with high levels of integrity meet high ethical standards in their working lives.

Basic-level employees treat every task with the same level of detail and follow company guidelines about privacy and trust. Higher level integrity usually looks like complying with confidentiality laws or promoting compliant behavior throughout the organization.

29. Conceptual thinking

💡 Conceptual thinkers are skilled at grappling with abstract problems. They translate strategic ideas into practical actions that achieve business objectives.

Basic-level conceptual thinking involves assimilating project goals and applying relevant ideas to achieve them. Intermediate-level thinking involves detecting patterns in working practices, production, or customer relations. Advanced conceptual thinkers use analytical skills to develop strategic plans that address strategic problems.

30. Initiative

💡 Employees who take initiative prefer to act autonomously to get the job done.

Even the most junior employees know how to carry out tasks autonomously. Intermediate-level individuals with this core competency, however, identify problems and apply solutions that fit project guidelines. At higher levels, employees need very little guidance and can define their workloads accurately to meet strategic objectives.

How to identify core competencies

Before choosing employees with the right competencies, you must find out what those are. There are various ways to identify an individual’s core competencies during the hiring process.

Some companies use questionnaires with simple queries like “How good are you at resolving conflicts?” However, simple questions deliver simple feedback. Instead of your boring, run-of-the-mill interview questions, we find the two methods below to be much more efficient and effective.

Assessment tools

Competency-based assessments simulate workplace situations and objectively measure candidate competencies .

Assessment tests plot responses of job seekers against role responsibilities and require candidates to complete a series of tests for role-based competencies. For example, candidates for a marketing manager role may test for storytelling, teamwork, time management, and conflict resolution.

HR teams use the information generated by competency assessments to shortlist or select individuals with the right competency mix. Tests are the same for all candidates, ensuring objective treatment and minimizing unconscious bias .

Manual assessment

Alternatively, you can manually assess core competencies via interviews or email. While much more tedious, there are two ways to do this.

One option is  asking candidates to evaluate their core competencies . The other way is structuring interviews to uncover core competencies related to the role.

In both cases, think hard about what competencies to look for. Remember that core competencies meet the following rules:

They’re relevant across many sectors or products

They contribute to customer or organizational benefits

Similar methods apply whether you enquire about competencies or request self-assessment. Dividing competencies into three categories is a good starting point. Ask about:

Functional competencies: Skills or qualities needed to carry out roles

Personal competencies: Skills or qualities that define the individual’s personality and attitude

Leadership competencies: Skills or qualities that enable individuals to manage others and meet objectives

Within those three categories, define how each core competency relates to your business . For example, a marketing analyst may need functional research skills, a customer-focused and entrepreneurial personal approach, and leadership skills like conflict resolution and responsibility.

Keep the list of required core competencies as short as possible. 8-12 competencies usually capture the information we need. Now, follow the checklist below:

✅ Request details about how the individual demonstrates their competency levels in work settings.

✅ Ask them to grade their competence and how they landed on that score.

✅ Enquire about how candidates work to actively improve their skills to gain more mastery.

This method applies to self-administered questionnaires and interviews, but it’s also a good idea to combine self-assessment with skills testing. Tests should verify that candidates are as competent as they claim to be.

How to use core competencies in hiring

As mentioned, understanding and hiring for competencies makes recruitment more systematic and reliable. Competencies help you plug skills gaps and upgrade your workforce. Fortunately, there are several ways to integrate them into everyday recruitment processes.

Job competencies

Role-based competencies make it easier to write job descriptions that convey core requirements more clearly. When you highlight competency levels, candidates instantly understand the hard and soft skills they need to be successful applicants.

And finally, at the interview stage, job competencies match candidates and roles. Recruiters can employ behavioral, situational, and career-oriented questions to explore how well candidates measure up in real-life situations.

Employee development

HR teams should analyze roles within the organization, define core responsibilities and workloads, and create a register of essential and desirable skills for every role. Departmental experts can then supply role-specific feedback, resulting in super-accurate competency profiles.

This enables more efficient workforce planning and ensures HR teams can focus on upskilling to address issues related to skills gaps. When managers understand what qualities the ideal employee needs in each position, they can work with employees to acquire the competencies needed for senior positions.

Performance management

Nobody loves performance evaluations. But they aren’t so bad when you emerge with useful information and learning opportunities. Using core competencies as a benchmark creates clarity for employees and boosts general job satisfaction.

Uncover competencies with Toggl Hire

Core competencies are the key to efficient hiring and solid employee performance. More than just essential skills, competencies consider an individual’s proficiency level and place skills in an organizational context — ensuring each hire is capable of helping achieve company goals.

As we’ve seen, building a core competency model for your organization is essential, but it’s equally important to assess skills when putting models into practice. Recruiters can use the Toggl Hire skills test library to assess proficiency levels for various roles, qualities, and skills.

The very best part ? Creating an account is completely free, so you’ve got no reason n ot to explore our library and discover the most effective way to source the skills you need.

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

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What to Include in Resumes: Core Competencies Definition and Importance

A good resume effectively showcases your personality and your professional ability to employers. A core competency section can help you do this.

Core competencies are slightly different from skills . They’re a bit broader and typically refer to knowledge or expertise in a particular field. 

In this article, we’ll go over what core competencies are and why they are important . We’ll also identify some of the top ones to include when using our online resume builder .

This article includes:

What is a core competency?

Core competencies are your list of qualifications that show what makes you a desirable candidate. They can include your skills, certifications, and other personal attributes.

From a business perspective, core competencies are skills, abilities, and personality traits that contribute to better employee performance and organizational success.

Highlighting key abilities that match a company’s list can help tailor your resume for specific positions. They make it less generic and aid in catching employers’ attention.

Should you include core competencies on a resume?

Yes, your resume is significantly elevated by including this section. It takes it to a more professional and well-rounded standard.  

Some reasons to include core competencies vs skills on your resume include:

1. Qualify for keyword searches

Your resume is often vetted through a digital scanning process. This software looks for keywords within your resume that the employer has deemed as necessary. 

Having a clear and concise key capabilities section makes it easier for scanners to validate your resume . It can also help get you to the next step of the hiring process. 

If you don’t clearly state your attributes on your resume, you might not get through this tracking process. A clear abilities section helps avoid this problem. It forces you to spell out your skills using a precision that you might not realize you need.

2. Grab attention

This is sometimes the hardest part of the hiring process because of how many resumes are sent in. Employers may be more likely to spend time on your resume if they immediately notice your core capacities. 

Employers often compare their organization’s requirements and competencies with the resumes of new hires. Adding your personal competencies can help them make quick comparisons.

3. Give a clear and professional structure

Core competencies help showcase who you are in a concise manner. It lists all your biggest strengths and abilities. It immediately gives employers a clear idea of who you are and what they can expect if you are offered the position. 

Structuring a resume can be the most intimidating part of starting a job search. This is especially true if you’re doing it for the first time (or the first time in a while).

If you’re unsure of how to write a resume or core competencies section, use ResumeGiant ’s builder tool or follow a resume template.

Tips for Including Top Capabilities on Your Resume

Here are some ways you can build your core competencies section on your resume template :

1. Identify your best skills and attributes

If you are far along in your career, there may be more than 50 skills and attributes you can identify. It is important to narrow this down to the strongest ones. Ensure that each skill differs from the others so that the items on your list are not repetitive.

It is often helpful to make sure you have experience or project work that corresponds to the competencies you list. This way, you can explain how you gained and utilized these skills.

2. Be specific to the job

Tailoring your core competencies section based on the job shows a high degree of interest in the position. Use terms from the job description and look up the company’s values, then adjust your list accordingly. 

Don’t simply write one resume and use it to apply for every job. This is unlikely to impress a hiring manager. It’s even less likely to match the narrow list of keywords a digital scanning software identifies.

3. Choose a good format

Formatting the core competencies section is also important. Some people find success by following a resume template . Resume builders can also help correctly format your resume.

Where to put core competencies on a resume

You should include a section listing your essential talents at the top of your resume.  Just below your name and contact information. 

You can include it either before or after your summary section . This way hiring managers can notice it right away. 

If you’re unsure how to format the resume to give this section prominence,  using a resume builder can be the most efficient way to arrive at a layout you like.

List of Key Abilities to Include on your Resume

Here are 12 core competencies examples to get you started:

• Time management skills: Many employers will be on the lookout for this skill. Make sure you can link it to your professional experience. Also, prepare to support its inclusion with a concrete example if you land an interview.
• Teamwork : You are able to work well in teams even when you disagree or have different opinions.
• Problem-solving skills : You always try to find a good solution to any problem that arises and enjoy the process of solving problems. 
• Leadership ability: You know how to lead a team of people, be assertive, and act responsibly.
• Adaptability : You are able to quickly adjust to a new situation while producing high-quality work.
• Focus : Show you have drive and passion for your work.
• Communication skills : This ability is becoming more important in the digital age with the increase in remote work.
• Innovation : If you are an innovative person who has the experience to support it, this can make you stand out from the crowd. 
• Research skills: You can find and analyze information and pick good resources.  Research also involves other skills like critical thinking, resourcefulness, and digital literacy.
• Decision-making: Many jobs require you to make difficult decisions on a daily basis. Decisiveness can indicate a future leader.
• Ambition: Being career-focused shows your commitment to your work. 
• Job-specific skills: it is often vital to add skills that are specific to the job.

Skills like Java for a programming job or customer interaction experience for a service-oriented job could be valuable to include. Use the job description to pick out keywords and skill sets the hiring manager has already determined to be relevant.

To sum up, including a core competencies section is important in order to: 

• Get your resume noticed by employers.  
• Pass through digital tracking or scanning software. 
• Show employers exactly why you might be a good fit for a position 
• Outline your professional background and personality in a clear, concise way. 

If you are finding it difficult to narrow your list, consider browsing online resume examples . You can also get inspiration from others in your field by looking at their resume core competencies section.

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Core Tips: How To Highlight Core Competencies on a Resume

Learn the difference between skills and core competencies plus tips for creating a core competencies section that matches the job requirements.

a year ago   •   6 min read

Every job requires a specific skill set, and every job seeker has one. But how do you identify your own unique abilities, the skills and qualifications that make you stand out from the crowd, and how do you showcase them effectively on your resume to catch the attention of a recruiter?

In this article, we will help you figure out your own set of resume core competencies, decipher competitive keywords from potential job postings, and optimize your resume so recruiters can instantly see that you're the right candidate for the position.

What are core competencies on a resume?

First thing first, what exactly are core competencies?

Core competencies are the combination of professional and personal skills that make up your unique experience and expertise. In a nutshell, they’re the fundamental professional skills you want to showcase to a potential employer.

Core competencies can include hard skills , qualifications, significant accomplishments, and career highlights, as well as personal and interpersonal skills.

Skills vs core competencies

There is some overlap between skills and core competencies, but in general, core competencies cover a broader range of abilities than your skills. Core competencies include your work history, qualifications, certificates , and education, while your skills section focuses on hard skills .

In other words, your hard skills are part of your core competencies, but your core competencies encompass a wider range of abilities than just your skills.

How to identify core competencies for your resume

Not sure what your core competencies are or what hiring managers are looking for? Here's a step-by-step guide on how to identify your core competencies and match them to the job:

• Consider the job you are applying for. What will you be doing? What skills, qualifications, or experience would you use in the new position?
• Analyze the job posting . How does it describe the role? What must-have qualifications does it list? These are the things you want to showcase on your resume.
• Now, make a list of your own skills and abilities. What are you good at? What makes you a good fit for this role in particular? This can include technical skills, personal qualities, qualifications, or previous experience.
• Strike off anything that isn't relevant to the job you're applying for, such as outdated experience, irrelevant education , or hard skills and qualifications from an unrelated industry.
• You should be left with a short list of core competencies and transferable skills relevant to the job. These are the competencies that you will highlight and expand on in your resume.

For inspiration on what skills to include or to expand on your core competency list, use our skills and keywords finder or scroll down for a list of in-demand core competencies for different roles and industries.

How to tailor your core competencies to each application

To tailor your resume to your current application, scan the job posting or use a keyword finder to identify the required skills for that position. Remember, the key is not to include all your competencies but to focus on those that align with the job requirements.

Once you have a list of relevant competencies, instead of simply listing these skills, provide quantified examples of when you demonstrated these skills in previous roles. Tailor these examples to your proposed industry to show a recruiter the relevance and transferability of the skill. Finally, review your resume using our Targeted Resume Tool to ensure it accurately reflects the required competencies of the job posting.

Here is a detailed diagram of how to deconstruct a job posting to create a list of core competencies you can demonstrate and expand on in your resume.

How and where to list core competencies on your resume

Now that you know what core competencies are, where do they belong?

Depending on what core competencies you want to highlight, you can include them in your resume summary, work experience section, skills list, or qualifications.

Let's look at how to include your core competencies in each section and the best way to demonstrate your skills using impactful and memorable statements.

Including core competencies in your work experience section

The most common place to showcase core competencies is in your work experience section .

Create memorable statements by using bullet points to describe your skills and experience. Structure your statements using the standard power phrase forma t and include powerful action verbs like managed, led, optimized, or developed.

Provide specific examples for each competency and quantify your achievements where possible, using numbers and percentages to give a clear sense of what you accomplished.

For example, to demonstrate marketing and leadership skills , you could write:

• Led a team of 10 to develop a new marketing strategy, resulting in a 30% increase in lead generation within 6 months.

To show web design skills and competency with Adobe XD, you could write:

• Utilized Adobe XD to analyze user experience data, leading to a redesign that increased website engagement by 20% within a three months.

Here’s an example of how to incorporate these bullet points into your work experience section.

Listing core competencies in your skills section

If your core competencies are mainly hard skills, such as programming , technical skills, or languages , include them in your resume skills section .

Remember to include only hard skills in this section, as your work experience and resume summary will demonstrate your soft skills .

Here's an example of a resume skills section demonstrating relevant core competencies:

Highlighting core competencies in your resume summary

If a core competency is integral to the role you are applying for, include it in your resume summary . Your resume summary should be no longer than 2-6 lines, so keep your statements concise and focused, demonstrating specific achievements and accomplishments.

Here's an example of how to include role-specific core competencies in a resume summary:

If you're not sure if your resume adequately highlights your core competencies, upload your resume to the tool below . It'll scan your resume and give you detailed feedback and suggestions on how to improve these sections.

The role of core competencies in ATS

An important aspect to consider when choosing core competencies is their role in Applicant Tracking Systems (ATS). Many modern recruiters use ATS programs to streamline hiring by filtering candidates' resumes based on specific keywords, which are often based on the core competencies of the position.

To ensure your resume passes ATS filters, you need to include these keywords. For example, if the job posting lists "project management" as a core competency, the term project manager should appear on your resume. Use an ATS Resume Scanner to verify your resume's ATS compatibility, and ensure you are including all relevant core competencies.

The best core competencies for a resume in 2024

If you're still trying to narrow down a list of core competencies for your resume, here is a list of competitive skills recruiters are looking for in different roles and industries.

Project management

• Project Management
• Sprint Planning

Marketing and content management

• Social Media Management
• Social Selling
• Retail Management

Customer Service

Digital and remote work.

• Microsoft Teams
• Google Workspace
• Inventory Tracking
• Budget Management
• Material needs analysis
• Language arts
• Writing IPEs
• Special Education
• Customer interaction and engagement
• Social networking
• Process improvement

Another effective method to ensure that you've accurately identified your core competencies is using the tool below to search for the job you're interested in. This can help you determine if you've chosen the appropriate skills to showcase on your resume. This tool analyzes job descriptions and helps you identify critical skills and keywords that might be missing from your resume.

What do I do if I lack a core competency listed in the job description?

If you lack a specific core competency listed in the job description, don't falsely include it on your resume. Instead, focus on the competencies you do possess that are relevant to the role. If you have related skills or experiences, highlight those. Remember, employers are not just looking for a checklist of skills but also your potential to grow and contribute to their organization.

Can I include competencies that I only have a basic understanding of?

Yes, you can include competencies that you have a basic understanding of, but be honest about your level of proficiency. If you are not proficient in a skill , label it as "basic" or "introductory," and try to highlight your most proficient skills first.

Should I update my core competencies as I progress in my career?

Yes. As you gain more experience and skills, it's crucial to regularly update your resume and competencies. Revise your resume every few months, even if you're not actively job hunting, and include new certifications, significant accomplishments, and any new skills you've developed.

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List of the Best Core Competencies Resume Examples

Core competencies are the skills that you feel you would bring to a job. These are your qualifications. When you include them on your resume, you’ll be able to make your application stand out to applicant tracking systems and hiring managers.

Your list of the best core competencies should stand out as bullet points. Avoid using sentence structures when discussing these qualifications. Make your competencies be short, specific, and easy to read.

You want a list of your core competences on your resume because it will catch the attention of those who review your application. It will also include the keywords that tracking systems use to screen out candidates that are considered under-qualified for the position.

Here are some of the core competencies that are sought after in today’s corporate world.

1. Teamwork

You should be able to work independently when needed. Many employers are wanting people who are team-minded as well, able to contribute collaboratively, in addition to being responsible enough to work independently.

2. Responsibility

Employers want to know that you can be given a task and trusted to complete it to a specific quality standard. They want to hire people who have a reputation for showing up on time, helping others when they can, while knowing how to manage themselves to stay productive.

3. Career Orientated

In a hot jobs market, some applicants don’t even bother showing up for a job interview. If you’re applying for a job where the employer is going to invest resources into you, they’ll want to know that you’re in it for a long-term investment instead of a short-term paycheck.

4. Decision Making

Tough decisions must be made in the corporate world. Are you the type of person who delegates this responsibility? Or do you step up to make a choice, even if history determines you made the wrong one? Employers are looking for people today who are willing to take smart risks that advance the culture of the company.

5. Communication

Employers are also looking for people who know how to communicate in positive ways, even if the feedback that must be given is negative. Make sure to note what tools you are familiar with to help get through any tech-based keyword searches that might be in place with an applicant tracking system.

6. Leadership

How do you perceive yourself as a leader? That’s what employers want to know today. Talk about how you’ve lead people in the past, then do your homework about the company to tell them how you’ll lead teams in the future.

7. Commercialization

Businesses are able to provide jobs because they earn profits. That means you must know how to commercialize the goods or services that are provided through your position. Talk about how you see the market and what you can do to help this company make a bigger impact to earn a larger share in the future.

8. Integrity

You might call this item “trustworthiness” or “ethics.” The essence of integrity is making sure that you are doing the right thing, even if no one is around to hold you accountable. Your pursuits must be directed toward the mission and vision of the company. You must keep your promises, make things right when you make a mistake, and own your choices.

There are two ways to judge the competency of an employee today, using generic terms: effort and results. Having great productivity habits means nothing if you are unable to produce positive results for an employer. Talk about how you focus on results, create them, and how you keep building an emphasis on this core competency to gain some traction with a hiring manager.

10. Problem Solving

Employers want people who are going to be able to sit down, think out a problem, and then eventually come up with a viable solution. They don’t want people who run to their supervisor or manager every time they encounter adversity to seek out advice. Discuss how you approach a complex problem, how you solve these issues, and give some previous professional examples if they exist.

11. Tech Skills

There’s no getting around the fact that technology has entered the workplace. We are in the midst of a digital revolution. List your top tech skills on your resume to ensure you’re able to be noticed by reviewers. That might mean including social media marketing, SQL work, coding classes, hardware knowledge, mobile browsing, or anything else tech-related which may be relevant for the position you’re wanting.

12. Research Skills

Talk about what you could do for the company by doing some research on it before you submit your application. Informational research is a core competency for many positions today. Discuss the resources you use for research, how you maximize each search, and specific techniques that are used to pull information out from the database of the Internet.

13. Adaptability

Are you the type of person who is most productive when you have a constant routine at work to follow? Or are you able to be adaptable, flexing your skills when needed to push your productivity levels? Being adaptable also means being able to work with a diverse group of people and know how to handle change when it comes.

14. Planning

Employers want people who know how to prioritize their tasks for the day. It goes beyond the to-do lists or being able to create a calendar or schedule. You must be able to plan specific tasks that are able to create wanted objectives for the employer. You must know how to allocate, then use, the resources that are made available to you to produce results.

15. Motivational Support

If you’re looking at a managerial role, then this is a core competency you must include. You must know how to recognize, then reward people for their achievements. You express pride in your team and encourage people to recognize the hard work they’ve done. You also identity and tackle any morale problems which might come up.

Employers want people who are able to align their personal goals with the strategic direction of the company. They want to know that you understand how your job relates to the mission being followed. There is also a desire to develop goals and create actionable steps which help to fulfill the vision.

Including core competencies should not extend the length of your resume. You don’t need to include every single key point listed here. List the ones that are your greatest strengths instead, then list the competencies which you expect are needed for the position you want. That combination will help your resume become noticed more often when applying for a new job.