How Skills work in Continu — added to user profiles, used to search, assign, and segment. A flat list of capability tags.
Skills are capability tags attached to user profiles. Unlike Department (where they sit) or Level (their seniority), Skills describe what the user knows or can do. Use Skills for skills-gap programs, capability-based audience targeting, or career development tracks.
Skills are a flat list — no hierarchy. Add the skills your programs care about; skip the generic universe of skills you'll never use.
For broader user management context, see User Management: Who Has Access to What, and Why.
How to Manage Skills
Navigating to Skills. From the left-hand navigation, click Connect > Skills.
Adding a Skill
Step One: Navigate to Connect > Skills.
Step Two: Click the Add Skill text cell, enter the Skill name, click the + icon to finalize.
Editing a Skill
Click the pencil icon, change the name, click the check icon.
Deleting a Skill
Click the pencil icon, then the red trash can icon. Users with the deleted Skill lose that tag.
Considerations
Add skills you'll actually segment on. If you'll never run a program that targets "Microsoft Excel power users," don't add that as a Skill. Skills fit when programs depend on them.
Use a consistent naming convention. "Python" vs "python" vs "Python Programming" splits your audience. Pick one form per Skill and stick to it.
Group at the level of detail your programs use. "Sales" might be one Skill; "Discovery Calls" might be another. Both work — match the granularity to how you actually target content.
Coordinate with HR if Skills feed into a broader capability framework. If your org has a competency model, Continu's Skills should map to it cleanly.
Configuration Pitfalls
Importing a Universe of Skills That Nobody Targets. 500 Skills imported from a generic catalog become unmaintained dead weight. Start with the skills your programs actually use.
Inconsistent Naming Splits the Audience. "Project Management," "PM," "Project Mgmt" — three Skills for the same thing. Audit existing user Skills periodically and consolidate.
Treating Skills as Static. Skills evolve as the org's needs evolve. New AI capabilities, new tools, new competency frameworks all surface new Skills worth tracking. Don't let the Skills list ossify.
Deleting Skills With Active Users. Users lose the Skill attribute on deletion. Confirm zero active users before deleting.
Where This Fits
You're here because you're setting up or managing Skills. For broader user attribute management, see User Management: Who Has Access to What, and Why.
See Also
- User Management: Who Has Access to What, and Why — the strategic anchor.
- Departments In Continu — department attribute.
- Locations in Continu — location attribute.
- Levels in Continu — level attribute.
Add only Skills you'll segment on. Consistent naming per Skill. Audit and consolidate periodically. Coordinate with HR on competency frameworks.