A skills gap analysis showcases the gap between your organization’s current and desired levels of competency. It’s the key to accurately targeted training and hiring initiatives.

You need to think of skill gaps yesterday. 

More than two-thirds of managers and employees believe that they are falling behind today, let alone in the future.

Skill gaps on your team impact performance and ultimately determine your ability to achieve business objectives. Without this analysis, learning and development plans remain toothless arrows.

Why’s that? 

A skills gap analysis pinpoints areas that need interventions, be it through training and upskilling your existing people or hiring fresh talent. It’s also central to succession planning and career progressions within teams.

Missing out on regular skills gap analysis can mean unprepared employees for new roles, unexpected challenges for the team as the industry atmosphere evolves, and unmet strategic goals while your competitors move ahead.

How to do a skills gap analysis?

A skills gap analysis, in its simplest format, looks like a comparison of the desired skill sets and levels on your team against the present levels. You proceed by asking yourself questions, starting from “What are the key objectives the organization aims to achieve in the near and long term?” and move toward understanding the ingredients needed to reach there. 

In this process, you need skill assessments and benchmarks of skill levels. Ultimately, it brings out a series of recommendations for skill development for the individuals and teams being analyzed.

This sounds great, theoretically. But how can we put this on paper with numbers? Risely’s free skills gap analysis template answers that by integrating skill competency levels, interest, and proficiency scores into an easily adaptable skills gap analysis format that every team can use.