Resourcing a new strategy
Defines the skills a strategic ambition demands and assesses how well the existing team covers them. Recommends roles and headcounts linked to specific capability gaps.
— Talent & Leadership
Recruitment Needs Analysis
Compares the skills a team actually holds against the skills its strategy demands, then recommends the specific roles — and how many of each — needed to close the gap, with the cost of hiring them.
- Talent & Leadership
- Traceable reasoning
- Runs anywhere
1–2 weeks → ~15 minutes
For a typical multi-document review workflow
No coding required
- Input
- Team CVs or LinkedIn profile content
- Output
- Evidence-based assessment of current team skills
- 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
Building a hiring budget
Provides a costed recruitment proposal grounded in capability needs rather than vacancy requests alone. Makes the assumptions behind indicative costs explicit for budget discussions.
Reviewing team capability
Creates an evidence-based view of skills documented across team CVs and professional profiles. Highlights areas where limited evidence leaves capability uncertain, rather than treating every undocumented skill as absent.
Justifying recruitment requests
Connects each recommended role to the strategic requirement it supports. Gives decision-makers a clear basis for assessing the need for additional headcount.
What it works from
- Team CVs or LinkedIn profile content
- Strategy documents and team objectives
- Current team roles and headcounts
- Salary benchmarks and employment cost assumptions
What you get back
- Evidence-based assessment of current team skills
- Skills requirements linked to strategic objectives
- Capability coverage and gap analysis
- Recommended roles and headcounts with supporting rationale outlinenotes
— 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
Recruitment plans often reflect immediate vacancies rather than the capabilities a strategy requires. In practice it shows up as resourcing a new strategy: defines the skills a strategic ambition demands and assesses how well the existing team covers them. Recommends roles and headcounts linked to specific capability gaps. 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; evidence-based assessment of current team skills comes out, alongside skills requirements linked to strategic objectives. 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)
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