Who should use the Skills Assessment workflow?
Teams or solo builders working on business tasks who want a repeatable process instead of one-off tool experiments.
AI Workflow · Business
Practical execution plan for skills assessment with clear steps, mapped tools, and delivery-focused outcomes.
Deliverable outcome
A strategic report delivered to leadership with clear, prioritized recommendations.
30-90 minutes
Includes setup plus initial result generation
Free to start
You can swap tools by pricing and policy requirements
A strategic report delivered to leadership with clear, prioritized recommendations.
Use each step output as the input for the next stage
Step map
Instead of relying on a single generic AI model, this pipeline connects specialized tools to maximize quality. First, you'll use Cornerstone OnDemand to a documented scope and competency framework ready for data collection. Then, you pass the output to Testportal to raw self and manager ratings collected for all participants. Then, you pass the output to Tableau AI to a prioritized list of skill gaps and perception mismatches, visualized for review. Then, you pass the output to HireVue to ai-validated soft skills data integrated into the overall gap analysis. Then, you pass the output to Lattice to a completed idp for each assessed individual, with actionable next steps. Finally, Tableau AI is used to a strategic report delivered to leadership with clear, prioritized recommendations.
Define Assessment Scope and Competency Framework
A documented scope and competency framework ready for data collection.
Collect Self-Assessment and Manager Input
Raw self and manager ratings collected for all participants.
Analyze Skill Gaps and Perception Discrepancies
A prioritized list of skill gaps and perception mismatches, visualized for review.
Conduct Targeted Soft Skills Assessment (Optional)
AI-validated soft skills data integrated into the overall gap analysis.
Create Individual Development Plans (IDPs)
A completed IDP for each assessed individual, with actionable next steps.
Deliver Executive Summary and Actionable Recommendations
A strategic report delivered to leadership with clear, prioritized recommendations.
Start by clarifying which roles, teams, or individuals will be assessed and what skills are critical for current and future business goals. Collaborate with stakeholders to select or create a competency model (e.g., technical, soft, leadership) with defined proficiency levels. This ensures the assessment is targeted and aligned with organizational strategy.
Why Cornerstone OnDemand: Cornerstone OnDemand includes skills gap analysis and internal mobility matching, which directly supports defining assessment scope and competency framework.
Deploy a structured survey or digital form where individuals rate their own proficiency against the defined competencies, and managers provide their independent ratings. Use a consistent scale (e.g., 1-5) and include open-ended questions for context. This dual-source data reduces bias and highlights perception gaps.
Why Testportal: Testportal allows creation of online tests and quizzes for self-assessment and manager input collection.
Aggregate the collected data and calculate the difference between current proficiency (self or manager) and target benchmark for each competency. Identify top gaps (largest negative deltas) and also flag areas where self and manager ratings diverge significantly (e.g., >1 point). This step transforms raw data into actionable insights.
Why Tableau AI: Tableau AI provides data analysis, visualization, and predictive modeling to analyze skill gaps and perception discrepancies.
If soft skills (e.g., communication, empathy, conflict resolution) are a priority, deploy an AI-powered tool that analyzes written or spoken responses (e.g., from role-play simulations, video interviews, or email samples). Use natural language processing to score traits like clarity, tone, and emotional intelligence. This step adds depth where self-reports are less reliable.
Why HireVue: HireVue offers on-demand video interviewing and gamified cognitive assessments specifically for soft skills evaluation.
For each participant, generate a personalized development plan that lists the top 3-5 skill gaps, recommended learning resources (courses, mentors, projects), and a timeline (e.g., 3 months, 6 months). Use the gap analysis to prioritize high-impact areas. Share the IDP with the individual and their manager for alignment.
Why Lattice: Lattice offers performance review automation, OKR tracking, and goal management ideal for creating individual development plans.
Compile the aggregate findings into a report for leadership, highlighting top organizational skill gaps, trends (e.g., department-wide weaknesses), and recommended investments (e.g., training programs, hiring, role restructuring). Include a dashboard with key metrics (e.g., average gap score, perception gap rate). This step closes the loop by turning analysis into strategic action.
Why Tableau AI: Tableau AI provides data analysis and visualization to create impactful executive summaries and dashboards.
§ Before you start
Teams or solo builders working on business tasks who want a repeatable process instead of one-off tool experiments.
No. Start with the top pick for each step, then replace tools only if they do not fit your pricing, compliance, or output needs.
Open the mapped task page and compare top options side by side. Prioritize output quality, integration fit, and predictable cost before scaling.
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