In a perfect world, adding skills to their profile should get the consultant thinking about the valuable and impactful work they’ve done, are currently doing and wish to do next.

Revising the skill profile may happen regularly, if you have development discussion routines in place; or whenever a project ends – that’s when the staffing team will ask questions related to these matters anyway.

All of the categorisation settings are optional. If extreme simplicity is your goal, you can use one category – and simply not define any levels or feelings at all.

The examples below are a suggestion to get you started.

Skills

You can access your own skill profile by

• Navigating to your own name own the Staff timeline → Open Details → Open Full Profile
• Directory → Your Name → Profile

If you have the “Edit Their Own Profile” permissions enabled, you can start editing your own profile.

The main competences in your company are already defined by your Role(s). Skills are more specific. For example, a software developer would have the Developer role, but their skills could be “AI, Enterprise Architecture, React, Wordpress”.

The key to skill definition is to think about it from a pragmatic staffer’s perspective: how are they able to determine whether or not this person has the right skills for a (somewhat vague) client project need?

Of course, staffing remains a very human process and decisions can never be fully automated. It should always be a dialogue about what both the client and the consultant know and want.

Skill categories

We provide a base setup of skill categories your company can edit to your liking.

• Technical skills
  • Remember that you most likely want to set up the “main competences” as Roles, e.g.
    • if “designer” would be a Role
    • then “visual design” would be a technical skill.
• People skills
• Industry experience
• Language proficiency