By having a profile of competence requirements, you can devise an appropriate assessment procedure, and assess individuals against the competencies for selection, qualification or training and development purposes.
By having a template of required competencies, you are able to match and assess people against these requirements. As the required competencies are only the default, you use these as a starting point in the search, and can change them to widen or narrow down the search.
You can hold competencies at position level, within the context of an organization and job. Then, when you later select a position, the relevant competencies for the organization, job and position are inherited and displayed. Alternatively, you can hold competencies at position level only, not within the context of an organization or job.
This is one of the important implementation decisions - whether to hold competencies at organization or job level, or to repeat them at position level.
If you need more information about identifying competence requirements, see Competence Types and Groupings.