Employers and job seekers are always concerned with competencies.  Employers want applicants to have the right competencies to fit the position being advertised.  Job seekers are trying to show they have the competencies to compete for the positions, cognizant that they need to be brief and not have more than a one or two-page resume.

Where many employers, especially in larger organizations, miss the boat is in tracking the other competencies of their employees.  The ones that did not appear on the targeted resume.  In larger organizations it is difficult for managers or owners to know all of their employees beyond what they do on their job on a daily basis.  Who are they?  Do they have a family?  What other skills do they have?  What do they aspire to be?

One way is to create an employee profile.  Some of the things that the profile might track are;

What is the employee’s history with the company?

  • What positions have they held?
  • What were their accomplishments?


  • What is their educational background?
  • Are they taking any training currently?

Professional Designations & Tickets

  • Do they have a degree?
  • Are they a Red Seal?


  • Do they belong to any professional associations?

Skills and Abilities

  • What skills and abilities do they have including ones not necessarily related to current work?


  • What languages are they fluent in writing and speaking?

Training and Development

  • What training have they received both on and off the job?  This can be formal and informal.

Career Experience

  • What other careers or work experience have they had?


  • Have they had experience as a volunteer?  If so, what was it and what skills were gained from it.

Hobbies and Interests

  • What do they do when not at work for relaxation or recreation and what skills are gained from it?

Career Interests

  • What are their goals?

One example of the value of such an exercise occurred when I worked in the forest industry.  We constantly had visitors from other countries touring our operations to gain knowledge and our employees visited other countries for the same purpose.  When this happened, we employed the services of a translation company at considerable expense.  When the employee profile was completed, we found that we had employees who not only could communicate in all the major languages, but they also had the knowledge of the industry.

For employers who are looking to grow their organizations, an employee profile can show you how you can do it from within, possibly keeping your experienced talent!

Know who your employees are, not just a position description and title.  The dividends can be huge, for the organization, and for the employees!

As always, feel free to share this post giving credit to the author.

About laurencerumming

Background in business management, in particular human resources. Business Management Certificate, Certified in Myers-Briggs Type Indicator®, and Strong Interest Inventory®. "Our passion is to raise the potential of organizations and individuals through the understanding of human interaction in the workplace and in life."
This entry was posted in Believe and Succeed Life Coaching, Business Coaching, Business Planning, Career development, Coaching, Communication, Diversity, Elephant in the Room, Elephants, Employees, Employment, Empowering people, Human resources, Leadership, Relationships, Volunteering and tagged , , , , , , , , , , , , , , , , , , , , . Bookmark the permalink.

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