I've just contributed to an interesting debate on a forum.  The question which was originally posed related to an HR Manager who, at audit, had said that qualified and competent were the same thing.  The person who posed the question sought the views of other auditors on this.  My response was that in discussions regarding qualifications, training and competence I regularly use the example of someone who has just passed their driving licence and is therefore 'qualified' to drive.  They will almost certainly have had some training too.  Does this guarantee that they are they competent?  No it doesn't, and based on my own recollection of getting behind the wheel after passing my test they are probably not competent (yet).   Using examples like this can help with understanding, no matter where folk sit in an organisation!

I was working with a client yesterday who was struggling to put together a really good application for a job she was desperate to get.  Too much head-scratching had gone on and she was keen to have some input into the process so we spent a couple of hours together going through things.  One of the first things I did was to read through the advertisement and the job spec, highlighting key words such as 'influencing and negotiation' 'organised and self reliant' and that old chestnut 'excellent communication skills'.  We then looked at my client's CV to see just how much of a match there was 'on paper'.  Some of the really key 'essential personal attributes' were simply not there and I was surprised, because I knew only too well that this client had them in spadeloads.   A review of the CV, to ensure it really reflected my client's relevant skill set resulted in something which was much more appropriate and tailored to the job.  Add in a really well structured covering letter and hopefully we have hit the jackpot!  

If you are applying for a job make sure you really do highlight the skills that you possess which are relevant - if you don't sing your praises who else is going to?  Good luck!