These two processes are similar but are not exactly the same. Job analysis focuses on the tasks that are needed for the position. By contrast, competency modeling looks at what competencies (what skills and abilities) would typically be found in a person who would succeed in the particular job. Both of these processes can be very important and very useful since one focuses on specific tasks while the other looks at skills and personal attributes. Ideally, both should be used because they can both help to find the applicant who would be most suited for the position.