How To Fill Talent And Process Gaps In Your Startup
Caren Genner

A talent gap is a difference between the level of competence required to meet your business’s goals and the current skills that your employees have. The deficit can cost your startup if you don’t fill it. It’s hard for employees to keep up with all the changes; technological advancements aren’t making it easier either.

However, it’s possible to fill in the talent gaps. To meet the demand for emerging skills, you can employ some strategies that’d allow your employees to perform most, if not all, organizational tasks. On this account, here’s a breakdown of how to fill talent and process gaps in your startup:

1. Conduct A Talent Gap Analysis

The first thing you ought to do is conduct a talent gap analysis. This way, you’ll be able to tell where your team stands in relation to your organizational goals. You can use surveys, performance appraisals, or customer reviews. The process involves analyzing future trends you require to stay ahead of your competitors.

More so, you can understand your employees' most outstanding talents and areas that need improvement. This way, you can point out their strengths and shortcomings. You should also focus on specific competencies you need to build to bridge talent gaps. Then, go ahead to create a strategy that ensures you upgrade their skills.

2. Outsource from Experts

Sometimes, the skills you require at a specific phase are time-limited. Employing another employee has its share of expenses. An alternative to this is outsourcing from professional firms. For instance, if you need to monitor, detect, or prevent threats, you must provide better protection. You can utilize security operations center (SOC) for such concerns; you may opt for outsourced SOC services if you deem them necessary. This way, you don’t have to employ someone to conduct the security checks.

Additionally, you won’t have to deal with significant implementation challenges associated with launching a SOC.

In the example above, you can outsource the skills rather than employ someone. Through the former, you’re able to tap into a wider pool of cybersecurity skills that positively impact the health of your information technology systems.

3. Train Your Employees

Another strategy that comes in handy when filling talent gaps is training your employees, such as through online courses. While hiring an already-trained employee is cheaper, on-the-job training ensures you’re able retain the skills in-house. In addition, upskilling and reskilling your existing workforce create loyalty within your team, motivate them, as well as promote job satisfaction.

4. Rethink Your Recruitment Program

Rethink Your Recruitment Program
Once you spot the talent gaps, it’s essential to arrest the situation at its core. This means rethinking your recruitment strategy. If you notice that your employees lack some skills, it might be because your recruitment strategy doesn’t account for some of those skills. Therefore, you should re-evaluate the hiring process to ensure it includes the lacking skills. For instance, if you need a typist, the one you should hire must have fast typing skills. Thus, your recruitment procedure should test that.

While at it, ensure you recruit employees with a range of talents. For instance, a typist with programming knowledge would be a valuable addition to the startup.

5. Mix Your Talent Strategies

It’s essential to get an array of talented employees. Thus, ensure your recruitment strategy considers mixing strategies to acquire diverse talents. For instance, if you run a restaurant, you need chefs, bakers, professional waiters, and waitresses. However, your recruitment process shouldn’t only be focused on kitchen skills. You’ll also need support staff, such as receptionists, accountants, and cleaners.
To address today’s skills challenges, it’s essential to find well-rounded employees.

Therefore, consider mixing your talents for different skills. It’s a unique strategy to cover up. If one of the employees falls sick, forcing them to be absent from work, you’ll have no cause for alarm since another employee can easily replace them.

6. Retain Employees

If your employees upgrade their skills, it’s best to have a retention plan. Otherwise, you’ll be upskilling them for another startup to benefit from their skills.

On this account, it’s essential to reward your employees if they put in the work to improve their talent and skills. For instance, promoting employees to better positions will motivate them. Alternatively, you can increase the salaries of those employees with more skills than the others.


It’s critical to fill talent gaps in your startup. With skilled and qualified employees, you’ll realize the full potential of your business. Identify what's missing and devise strategic plans to fill them in. Also, rethink your recruitment process and hire people with the skills you need. You may also cut operational costs by outsourcing instead of hiring.

Caren Genner

Caren Genner is an experienced coach who trains and mentors employees in different niches. Her joy is seeing startups gain ground and move into the profitability realm. During her free time, she likes traveling around her country.