Technical Competencies vs. General. What is the difference?

Comparing technical competencies to general competencies can be tricky. Find out which matter most to your competency modeling effort.

In this article, we will explore the different types of skills necessary for building a job role.  And how they can vary from general to specific types of knowledge.  If you’re exploring competency-based talent management for your organization, you’ll notice that there are 2 types of competencies: General Competencies and Technical Competencies.

These two types have their individual characteristics which should be taken into account when they are being used in your organization.  To better understand how to use competency modeling as a tool check this article out: Competency Based Assessments: The Foundation for Success in the Business World.

A well-structured competency assessment plays a vital role in identifying and developing these competencies through a competency based training program.

In This Article:

• General competencies consist of a broad range of soft skills—creativity, problem solving, teamwork—whereas technical competencies are specific to a given industry and require constant training and reinforcement.
• It’s important to have a skillset that reflects the needs of the present and future.
• What is the right combination of skills for your competency model?

What is a General Competency?

To begin with, general and technical competencies are not an “either/or” proposition. Every organization—and every employee—requires some combination of both technical and general competencies in order to thrive. General competencies are a blend of knowledge, abilities, motivations, and traits needed to perform a variety of tasks.

Soft skills are often referred to as people skills which are necessary in contexts & occupations. If you need to learn more about what general competencies are, I recommend checking out.  Examples of general competencies include interactive communication, social responsibility and achievement orientation.

Candidates with these skills do a better job as they deliver value to the organization, whether they’re being considered for a salesperson, a CTO or a safety engineer.  Though, general competencies only tell half the story.

What are Technical Competencies?

Technical competencies refer to a range of skills relating to any position requiring specific learning and/or training necessary for employees to perform their jobs. Thus, closely aligned with an employee’s ability to know and use knowledge, such as what you need to use specific information in order to do a particular task.

A competency based training program can help employees strengthen both technical and general competencies to meet job-specific expectations more effectively.

Why is this important to know the difference between general and technical competencies?

For example, when you’re looking for a safety engineer, consider someone who can speak on behalf of your company to the public, as well as having the personal qualifications to plan effectively for emergencies and crises.

In Summary

Every job profile needs a combination of general and technical competencies in order to capture the complete picture of the ideal candidate. To determine the right combination, you need to understand how these two types of competencies fit into the organization’s competency architecture.

FAQ

What is a general competency?

A general competency is a blend of knowledge, abilities, motivations, and traits needed to perform a variety of tasks. These soft skills — like communication, teamwork, and problem-solving — apply across all roles, industries, and organizational levels.

What are technical competencies?

Technical competencies are job-specific skills that require specialized learning or training. They are closely tied to an employee's ability to apply particular knowledge to complete specific tasks, such as forensic accounting or mechanical engineering.

How do technical and general competencies differ?

General competencies are transferable soft skills that apply across roles and industries. Technical competencies are role-specific hard skills that require constant training and reinforcement. Every effective job profile needs a combination of both.

Why do job profiles need both competency types?

General competencies alone only tell half the story — they do not capture the technical expertise a role demands. Technical competencies without soft skills produce employees who cannot collaborate effectively. The right combination captures the complete picture.

What are examples of general competencies?

Examples include interactive communication, social responsibility, achievement orientation, creativity, and teamwork. These people skills deliver value regardless of whether someone is a salesperson, CTO, or safety engineer.

What are examples of technical competencies?

Technical competencies vary by industry and role. Examples include software engineering, forensic accounting, emergency planning, mechanical engineering, and data analysis. They require formal training and regular updating to stay current.

How does competency modeling use both types?

Competency modeling maps the right combination of general and technical competencies to each job profile. This creates a complete picture of the ideal candidate and provides clear expectations for performance evaluation and development.

How do you determine the right competency mix?

Understand how both competency types fit into your organization's architecture. Some roles lean heavily on technical skills, others on soft skills — but every role benefits from a deliberate balance tailored to its specific demands.

How does a competency assessment help organizations?

A competency assessment identifies strengths and gaps across both technical and general competencies. Platforms like SkillsDB help organizations measure these systematically, turning subjective impressions into actionable development data.

What is competency-based training?

Competency-based training programs develop both technical and general competencies to meet job-specific expectations. Rather than generic learning, they target the exact skills an employee needs to perform effectively in their role.