How to Differentiate Knowledge, Skills and Abilities When Hiring

The words "knowledge", "skills" and "abilities" are often used interchangeably, but what are the differences between them?

 

Knowledge

Knowledge is understanding. It’s mental or theoretical, rather than practical. Knowledge can be learned from a book, and you can gain knowledge by researching online or visiting your local library.

Knowing how to do something does not mean that you can do it, even if you understand the steps and what should happen.

 

Skills and Abilities

The difference between a ‘skill’ and an ‘ability’ is much less obvious than the difference between ‘knowledge’ and the other two. Basically, abilities are natural, while skills are learned behaviours.

When cutting hair, you might have the ability to keep your hand steady, but the skill is what you learned on a hairdressing course.

Skills can be developed and improved over time by combining our abilities and knowledge. 

Abilities can also be improved and honed to some extent. For example, running fast is a skill, but the ability to run fast comes in part from having strong leg muscles, which can be developed through regular exercise.

Ability and knowledge combine to create skills that can be used.

Ability + knowledge = skills

Knowledge can always be attained through research.

Employers need to know the difference.

Beyond the interview stages, knowing the difference between knowledge, skills, and abilities can help small businesses to support the employees' development. When an employee is looking to develop, it’s important to work out which area is lacking.

If knowledge is needed, further training might help an employee to learn a little more. Alternatively, books can be read, and research can be done.

If skills are lacking, then more practical training might be required, providing knowledge in a practical setting.

It’s more difficult to train someone if their abilities are lacking because these are much harder to change. A good employer should be able to identify an employee’s abilities and provide opportunities for those abilities to be developed, even if it is a much longer and more complicated process.

 

Examples of the differences between knowledge, skills and abilities

Jamal is a professional swimmer. He knows the various swimming strokes, how best to train and what to eat. Jamal’s ability to swim might be attributed to his streamlined body shape, his strong arm and leg muscles and his ability to hold his breath for a good length of time.  Swimming itself is the skill, a combination of his knowledge of how to swim and his ability to swim.

Marie is a professional baker. She knows ingredients and recipes, and her abilities include the careful measuring of ingredients. Her skills are baking and cake decorating. Her skills are a combination of her knowledge of techniques and her abilities to use those techniques.

 

What you should look for when hiring a new employee

Knowledge, skills and abilities are all important when you’re hiring a new employee. You need a candidate with a theoretical understanding and the skills (or qualifications) to show that they’ve put that knowledge to practical use.

Abilities are harder to see, so it shouldn’t be as much of a concern during the interview and hiring process but should be an important factor for future career development.

Make sure you know the candidate's knowledge, ability and skills before hiring them.

An interviewer can look to qualifications as proof of skill. Interview questions can be asked to determine the level of knowledge. Ability is more difficult to judge, but some questions can help. For example, an interviewer might ask:

• Can you tell me about a time when you solved a problem by working in a team?
• Can you tell me about a time when you turned a complaint into a positive experience?

These questions can give an interviewer a sense of a candidate’s ability to work in a team, solve a problem or provide good customer service. The only way to see abilities in action is to put the candidate into an actual working environment.

Some companies choose to have trial days before committing to hiring a new employee. Trial days can help candidates to get a sense of what it’s like to work for a certain company so that they can be sure that they’re a good fit for the culture as well as the role.

 

The importance of ongoing development

It’s never wise to allow things to become static or stagnant, which is why employers need to provide ongoing training for members of staff. Training can help people to expand their knowledge, develop new skills or improve their existing skills.

Employees should also work to hone their abilities to enhance their career prospects, but you’ll find that some abilities are naturally improved through repetition and experience. 

 

Remember, skills and knowledge are easier for an employer to influence, and for an employee to improve, but that you can’t develop skills without ability.

Source: Staff Squared

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