HR and Recruiting Skills Gap Assessment

What the HR and Recruiting assessment covers

You answer yes or no to short statements about what you have actually done. Each statement belongs to one of 13 skill areas, and each area is weighted by how often employers ask for it, so the score reflects what jobs need.

Skill areas

• Employment law and compliance. State and federal employment law, EEO and affirmative action most often, then wage and hour, leave and accommodations.
• Confidentiality, records and judgment. Discretion with sensitive information most often, plus accurate employee files, attention to detail and sound judgment.
• Sourcing and pipelines. Candidate sourcing most often, then proactive sourcing for passive talent, LinkedIn Recruiter and job boards.
• Intake and hiring strategy. Partnering with hiring managers and structured intake meetings, with some postings asking for hiring strategy and workforce planning.
• Screening and interviewing. Prescreens and interviews most often, then competency-based and technical phone screens.
• Offers and closing. Writing employment offers and coordinating pre-employment checks, with some asking for offer negotiation and closing senior candidates.
• Communication and candidate experience. Written and verbal communication and interpersonal skills most often, then customer service and a positive candidate experience.
• Employee relations and advising. Employee relations and HR business partnering most often, then advising leaders and coaching managers.
• Performance, talent and org design. Performance calibration, performance management and workforce planning, then org design, succession planning and talent management.
• Change and project management. Change management most often, then project management and supporting organizational change.
• Metrics and people analytics. People analytics most often, then recruiting metrics such as time-to-fill and offer acceptance, plus Excel, reporting and ROI models.
• ATS, HRIS and AI tools. Greenhouse and applicant tracking systems most often, then HRIS and payroll tools like ADP, Rippling and Viewpoint, plus AI tools.
• Employment law knowledge and industry experience in some postings, with a few asking for SHRM-CP or PHR, a degree or a driver license.