Don’t miss a blog post!

Talent Gap Analysis – How to Stay One Step Ahead

Updated: Dec 17, 2021



A talent gap analysis depicts a comprehensive picture of your organization’s current and future staffing needs, identifies holes, and shines a light on top performers.


You get the information you need to ensure the right people are in the right roles. A talent gap analysis helps you prepare for change and understand where you are at risk so you can address needs quickly and efficiently.


Benefits of Talent Gap Analysis

Having a clear picture of current talent, identifying gaps, and developing succession plans helps leaders prepare for staffing changes and growth. Highlighting critical roles separates urgent vs. important staffing issues, so you know when to react quickly and when you can take time to respond.


Developing and communicating growth plans to staff also increases employee retention, escalates confidence in leadership, and opens the lines of communication.


How to Identify Talent Gaps

There are two main areas to look at when completing a talent gap analysis, your current organizational structure, and an inventory of your talent.


Current Organizational Structure

Identifying talent gaps begins with a deep dive into your organizational structure. Look at current positions and ask the following questions:

  • What current gaps exist in our company make-up?

  • Which jobs are critical? (What roles do we need to keep the lights on?)

  • How long can you go with this role being empty?

  • Are there any underperforming or overperforming departments?


Inventory of talent – who do we have on our team?

To know what you are missing, you need to have a clear idea of existing talent. Look to leaders in your organization to paint a detailed picture of their group.

  • How are employees performing, and what is their potential for growth? (Low, mid, high)

  • Do any employees stand out among the rest?

  • What are their strengths, weaknesses, and areas of opportunity?

  • What are they doing high level, and are they capable of doing more? What would that look like?

  • Is there a risk of them leaving? Do you have a backup plan for this person if they leave?


Matching Organizational Structure with Current Talent

Once you have a clear idea of your current structure and talent gaps, pair that with the detailed picture you have created of the people you have now.


Determine the positions that you need to fill immediately. Do you have anyone within the company who can move into the role?


Look to the future of the organization. What positions may open? What roles will you need to create and fill as the company grows?



Highlight risks. Is there anyone who feels overworked or under-appreciated and is a potential flight risk? Do you have a plan to keep them on board? Is there a succession plan for this position?


Identify top talent. Who can you invest in? Communicate with your top talent and let them know the career paths and opportunities that exist for them. What would a progressive career look like at this company?


Identifying and filling talent gaps is a continuous process as your company grows and evolves. Performing a talent gap analysis helps you understand where you are at risk, so you stay ahead of the curve and are prepared to pivot for a sudden change.