Personal competencies in career guidance

The terms and definitions of personal qualities are considered, which today, along with knowledge, skills, and abilities, interpret the concept of qualification. The differences in the definitions used in the regulatory framework, psychological and pedagogical science are demonstrated: universal, supra-professional competencies, soft skills, professionally important qualities, competency models. There is a lack of consensus on the terminology used in the literature and practice. In career guidance, the authors propose to apply the concept of personal competencies that most fully and accurately defines the content of personality which a human demonstrates and which is compared with the requirements of the profession for it. The term is the closest encompassing concept from the point of view of both psychology and regulation, namely, it includes personal qualities and their manifestation – competencies. Two questions are raised: what is the composition of personal competencies, what methods and techniques are available that make it possible to assess the personal competencies of a human and profession at an acceptable level. It is shown that the competency models are similar, but there are different approaches to determining their composition. It is noted that career guidance should cover at least all major professions and use the models of personal competencies applicable for the modern labour market. We propose to use a model of 33 competencies and Big orientation test to most effectively solve the problem of evaluating a human and professions in order to find the best match between personality and the chosen profession.

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