Skill Gaps: How to Identify Them to Keep Your Company Growing

We live in an ever-changing work environment where uncertainty and rapid technological advances require us to stay current with new tools and skills. In this VUCA environment, it is crucial to detect which skills are missing or becoming obsolete and define reskilling plans to close training gaps.

We live in a shifting work environment where uncertainty and new technological advances mean we must stay up-to-date with training for new tools and skills. In this context, known as the VUCA environment, it is key to detect which skills are missing or becoming obsolete and define reskilling plans in order to close training gaps.

What are training gaps and what types can we find?

Training gaps are deficiencies in training that a company's employees have and that hinder the achievement of business objectives.

They can manifest in several forms:

• Technical knowledge gaps or hard skills. When tools and processes change, or a new technical profile is required.
• Gaps in transversal competencies or soft skills. For example, the need to improve communication, leadership skills, teamwork, or developing adaptability.
• Digital competency gaps. These are common during digital transformations, in new hybrid environments, or when incorporating new technologies.
• Anticipated gaps. We are referring to skills that are not yet needed, but will be key in the near future. Detecting these gaps is very valuable in the current context of AI.

Common corporate errors that lead to training gaps

Certain common decisions or practices cause many gaps to be generated, or remain unclosed:

• Reactive or generic training. It is very common in organizations to offer courses without basing them on a real assessment of team skills.
• Underestimating soft skills. The mistake is still made of focusing exclusively on hard skills without investing effort in the development of soft skills.
• Not updating the skills taxonomy in the face of market changes. If the business evolves, training cannot be left behind.
• Absence of training impact measurement. Without indicators, you don't know if the training has actually closed the gap.
• Ignoring future projections. Focusing on immediate needs and failing to anticipate what is to come.

How to identify training gaps?

To detect training gaps rigorously, it is advisable to apply a structured process:

• Define business objectives and future roles. Ask yourself: what does the company need now and in the coming years?
• Map current competencies that are necessary in your sector and for specific business roles.
• Evaluate and compare current employee skills with those required for positions now and in the future.
• Prioritize covering training gaps according to needs and urgency.
• Design a training or development plan. It is not just about offering generic courses, but about defining specific training actions that respond to each need.
• Establish success indicators. Measuring the impact of training is as important as the training itself. To know if the plan is working, clear and measurable metrics must be defined from the beginning.

Do you think your team needs training, but you aren't sure what improvements are necessary? With our talent intelligence platform, we can help you find out.