Help CenterPurpose
This article explains how to configure skills and competency classification so they can be applied to job offers, interviews, and evaluation processes.
Overview
Skill configuration ensures that:
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Every role has defined competency expectations
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Interview templates and ratings match required skills
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The organization can analyze skills gaps and development needs
✅ Skills become measurable and aligned with the career framework.
Configuration Components
| Component | Purpose | Access Path |
|---|---|---|
| Skill Domains | Defines high-level areas of expertise (e.g., Technical, Soft Skills, Functional Knowledge). | Control Center → People Management → Background → Skill Domains |
| Skill Categories | Provides detailed groupings under each domain (e.g., Programming, Leadership, Communication). | Control Center → People Management → Background → Skill Categories |
Setup Steps
Configure Skill Domains
Defines the major competency areas.
Access Path
Control Center → People Management → Background → Skill Domains
Configure Skill Categories
Provides more granularity for evaluation criteria.
Access Path
Control Center → People Management → Background → Skill Categories
Validation Checklist
✅ Skill structure aligns with company competency models
✅ Domains & Categories are linked to recruitment and job roles
✅ No duplicate names across classifications
✅ Interview rating criteria based on these skills
Related Articles
About Career Management
Configure Areas, Functions & Categories
Manage Skills and Qualifications (cross-link from People)
Contract – Career (to link required skills to employee data)Configure Benefit Policies and Packages (optional cross-link, when benefit eligibility depends on category or function)