Recruiter's Glossary

Examples: Adult Learning Theory • Knowledge Management • Emotional Intelligence

Performance Gap

Term from Productivity Training industry explained for recruiters

A Performance Gap is the difference between how well employees are currently doing their jobs and how well they should be doing them based on company goals or standards. Think of it like a gap between "where we are" and "where we want to be" in terms of job performance. Training professionals help companies figure out these gaps through assessments and then create training programs to help close them. This concept is also sometimes called a "Skills Gap," "Knowledge Gap," or "Competency Gap."

Examples in Resumes

Conducted Performance Gap analysis for 200+ sales representatives and designed targeted training solutions

Reduced departmental Performance Gap by 40% through customized learning programs

Implemented Performance Gap assessment tools that identified key areas for employee development

Created training strategies to address Skills Gap and Competency Gap issues across multiple departments

Typical job title: "Training Specialists"

Also try searching for:

Training Specialist Learning and Development Specialist Performance Improvement Consultant Training Needs Analyst Corporate Trainer Learning Consultant Training Coordinator

Where to Find Training Specialists

Professional Organizations

Online Communities

Job Resources

Example Interview Questions

Senior Level Questions

Q: How do you develop a comprehensive performance gap analysis strategy for a large organization?

Expected Answer: A senior professional should explain their approach to gathering data through various methods (surveys, interviews, performance reviews), analyzing current vs desired performance levels, and creating action plans that align with business goals.

Q: How do you measure the success of performance gap interventions?

Expected Answer: Should discuss setting clear metrics before implementation, using both quantitative (performance numbers, productivity rates) and qualitative measures (employee feedback, manager observations), and ROI calculation methods.

Mid Level Questions

Q: What methods do you use to identify performance gaps?

Expected Answer: Should mention various assessment tools like surveys, interviews, performance reviews, and observation, plus how to analyze the results to identify true performance gaps versus other issues.

Q: How do you prioritize which performance gaps to address first?

Expected Answer: Should explain how to assess impact on business goals, cost of the gap, ease of implementation, and available resources to make informed decisions about which gaps to tackle first.

Junior Level Questions

Q: What is a performance gap and why is it important?

Expected Answer: Should be able to explain that it's the difference between current and desired performance levels, and why identifying these gaps is crucial for improving employee and organization performance.

Q: What are some common causes of performance gaps?

Expected Answer: Should identify basic causes like lack of training, unclear expectations, insufficient resources, or motivation issues, and explain how these affect employee performance.