Career competences determine how well a person is able to consciously direct his or her career. In this article, we answer the most frequently asked questions about career competences: from definition to development and the role of career orientation in them.
What exactly are career competences?
Career competences are the skills, insights and attitudes a person needs to actively and consciously take charge of his or her own career. They are about self-knowledge, choosing direction, networking and the ability to recognise and seize opportunities on the labour market.
Unlike professional knowledge, career competences are not tied to a specific profession or sector. They are generic and applicable at every stage of a career, whether someone is just starting out, considering a transfer or looking for a new direction after years of work experience.
Career competences are becoming increasingly important in a labour market that is changing rapidly. Jobs are disappearing, new roles are emerging and people are working longer than ever on average. Those with strong career competences are better able to move with those changes and keep a grip on their own future.
What 5 career competences are there?
The five career competences are: qualities reflection (understanding your own talents and pitfalls), motives reflection (knowing what drives you and gives you energy), work exploration (actively exploring the job market), career steering (taking initiative in your career) and networking (building relationships that support your career).
Together, these five competences form a complete framework for career orientation. They are interlinked: those who know well what their qualities are (qualities reflection) and what motivates them (motives reflection) can explore the labour market in a more focused way (work exploration) and make more conscious choices about their course (career steering).
Networking closes the circle. Not as superficial contact gathering, but as actively building relationships that provide information, inspiration and opportunities. People with a strong network usually have a better idea of what is going on in their field and discover new opportunities faster than people who lack that network.
Why are career competences important for sustainable employability?
Career competences form the basis of sustainable employability because they enable people to respond proactively to changes in their work and environment. Those who know their own qualities, know what drives them and actively steer their career remain agile and motivated, even when circumstances change.
Sustainable employability is not just about health or professional expertise. It is also about the extent to which someone is able to keep developing themselves and give direction to their own working life. Career competences are the connecting factor in this: they make the difference between someone who waits and someone who takes the wheel himself.
For organisations, this has direct consequences. Employees with strong career competences are more actively involved in their own development, adjust faster when their role changes and experience more job satisfaction. This leads to higher productivity and a more positive work atmosphere.
How do you develop career competences step by step?
Career competences are developed by consciously reflecting on yourself, actively exploring the job market and taking more control of your own career step by step. It starts with self-examination and grows through new experiences, conversations and setting concrete goals.
A practical approach consists of the following steps:
- Start with self-examination: Map out what your qualities are, what gives you energy and what you are less good at. For this, use reflection questions, conversations with colleagues or a talent scan.
- Actively explore the job market: Orient yourself to jobs, sectors and developments that match your profile. Speak to people in your network and attend events or information sessions.
- Set concrete goals: Formulate what you want to achieve in the short and longer term. Make those goals specific and achievable.
- Take initiative: Actively ask for feedback, sign up for development programmes and seek challenges that help you grow.
- Build and maintain your network: Invest regularly in relationships relevant to your career, even if you are not actively looking for something new at the moment.
Career competences do not grow automatically. They require conscious attention and repetition. Those who regularly reflect on how their careers are developing build a solid foundation over time.
What is the difference between career competences and work competences?
Work competences are the skills you need to perform a specific job well, such as analytical thinking or project management. Career competences are about the ability to manage your career as a whole: self-knowledge, choosing direction and seizing opportunities. They are broader and not job-specific.
An employee may be excellent at his profession (strong work competences), but at the same time have little insight into his own career wishes or take little initiative in his development (weak career competences). Both types of competences are needed, but they complement each other rather than being the same.
Work competences are often tested in performance appraisals and are directly linked to job requirements. Career competences are less often explicitly addressed, but are increasingly relevant in a changing labour market. They ultimately determine how well someone is able to continue using their work competences and develop further.
When is career coaching useful for strengthening competences?
Career coaching is useful when someone gets stuck in their career, is uncertain about the direction they want to take, or notices that they have little grip on their own development. A coach helps to reveal blind spots, deepen self-knowledge and take concrete steps in career orientation.
Career coaching is not only for people in crisis or in dismissal. It is also valuable for people who are functioning well but find that their work gives them less energy than before, who want to take the next step but don't know which one, or who find that they are waiting when they actually want to take more control.
A good career coach does not work with standard solutions. The coaching process is always tailored to the person, their situation and their goals. This makes career coaching an investment in sustainable self-reliance, not a temporary band-aid.
How Nieuwkans helps you strengthen career competences
At Nieuwkans, we support both employees and organisations in developing career competences, always tailor-made and never through a standard programme. We believe that true career orientation starts with understanding yourself and the opportunities around you.
What we specifically offer:
- Personal career coaching focusing on self-knowledge, direction and direction, tailored to your situation and ambitions
- Talent scans through the BrainsFirst methodology, through which we map natural talents and cognitive behavioural preferences using science-based online brain games
- Sustainable employability programmes for organisations, consisting of interactive sessions around self-insight, team dynamics and personal development
- Bespoke coaching aligned with your organisation's strategy and vision for the future, so that employees move not from obligation but from their own understanding
We work together with organisations such as KLM, Shell, Rabobank and various municipalities. Whether you are an employee looking to get a better grip on your career or an employer looking to support your team in their development, we are happy to work with you. Contact us to find out what Nieuwkans can do for you.