Calibrated talent decisions
Assess every candidate against the same defined bar, so the outcome does not depend on who ran the review.
— Talent & Leadership
Recruitment Needs Analysis
Reads the CVs or LinkedIn profiles of a team, extracts the skills actually held, extracts the skills the strategy document demands of that team, compares the two and recommends the specific roles — and how many of each — needed to close the gap.
- Talent & Leadership
- Traceable reasoning
- Runs anywhere
1–2 weeks → ~15 minutes
For a typical multi-document review workflow
No coding required
- Input
- Assessment, review or performance evidence you already hold
- Output
- A calibrated view of each candidate with the rationale shown
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~1–2 weeks per run
— USE CASES
What people use Recruitment Needs Analysis for
Evidence a committee can question
Every rating traces back to the evidence behind it, so a board or committee can interrogate it.
Consistent development at scale
Produce the same depth of output for the whole population, not only the most visible names.
What it works from
- Assessment, review or performance evidence you already hold
- Your competency model, success profile or leadership standard
What you get back
- A calibrated view of each candidate with the rationale shown
- A population-level read a talent committee can act on
— HOW IT BEHAVES
How Recruitment Needs Analysis produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Coverage across the candidate pool, both directions
A coverage pass shows which candidates are supported by evidence and which are not — including requirements with nothing behind them and material that supports nothing.
The gap named and sized
What the candidate pool requires and what it currently has are set against each other candidate by candidate, so each gap is quantified rather than described in general terms.
Capability read from the evidence
Skills and requirements are read out of CVs, applications and interview notes as structured data rather than inferred from job titles.
Whole sets of CVs, applications and interview notes at once
All of your CVs, applications and interview notes is processed as one set, so patterns across documents surface instead of being read one file at a time.
Composed as work product
Findings on the candidate pool are written up as a document that reads like professional output, with each claim tied back to a candidate.
Why this is expensive by hand
Judgements about the candidate pool are usually made from evidence spread across assessments, reviews and conversations, with the bar shifting between assessors. In practice it shows up as calibrated talent decisions: assess every candidate against the same defined bar, so the outcome does not depend on who ran the review. The value sits in the rigour, not the typing — yet the rigour is exactly what gets traded away when there is only 1–2 weeks of capacity for it.
How this Skill produces it
Here the same job runs as a Skill. Your material goes in; a calibrated view of each candidate with the rationale shown comes out, alongside a population-level read a talent committee can act on. What sits between input and output is the codified method: thresholds, sequencing and the points where a human confirms a call — all of it visible and editable in the Skill. Net effect: 1–2 weeks down to ~15 minutes, no drift between runs, and every conclusion traceable back to the evidence behind it.
Who it's for
- CHROs and talent management leads
- Succession and leadership development teams
- Executive assessors and coaches
- Consultants running talent reviews
Run it in Skillsize — or export it anywhere
Recruitment Needs Analysis exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
More Talent & Leadership Skills
Browse the full library →Talent & Leadership
Outplacement & External Targeter
Built for someone leaving a business: extracts transferable strengths and the environment they need, researches open roles across sectors, cross-references each hiring company's stated priorities, and produces a prioritised application shortlist with a customised cover-letter angle and interview talking points tied to each company's strategy.
Talent & Leadership
Internal Mobility Matchmaker
Reads a CV, Hogan report and performance notes to establish growth appetite and development needs, takes an internal role list (pasted, uploaded or researched) and ranks the available internal moves with a development rationale explaining why each one stretches the right capability.
Talent & Leadership
Next-Role Architect
Reads a CV, Hogan report and interview notes to map career arc, values, motivators and derailers, researches companies actively hiring for that profile, pulls each hiring company's strategy signals, scores strategic fit and produces a ranked target list with a tailored positioning narrative per company.