A needs assessment gives you answers to difficult questions that arise when you know you need extra resources, but you’re not sure how many, with which skill sets or the time frame for bringing them on board. The needs assessment requires that you have answers to some fundamental questions before you begin the hiring process:

What is the department/company being asked to do?

This question requires you to think about the overall objectives of your department or team and develop a concise statement that reflects your mission, specifically around the project or initiative that requires the additional resources.

How does my plan for adding staff meet the needs of the organization?

Here, you should link the resources you are requesting to a specific organizational objective. Dig under the covers and look at your organization. If you haven’t reviewed your company’s business plan, now is the time to do so. Ask yourself if (and how) your plan for added staff meets the needs of the organization.

What type of person does this staffing need require?

Do you want a contract employee on a project basis or a permanent addition to your staff? Does the position require a junior or senior person? What skill sets? What level of experience? Sometimes you can bring in a less-skilled individual, or someone with softer skills that can be developed through training, while other projects require a sharpshooter technical resource.

Can we fill this position with someone already on staff?

Before looking outside the organization, consider whether or not an existing staff member can fill the position, or if perhaps you can give an existing employee the training required to fill this position.

What characteristics does our ideal employee have?

Think beyond skills to personality traits, previous experience, whether you’re looking for someone who has eyes for a leadership/managerial role, or someone who prefers hands-on project work. What is it going to take to make this person successful? Working as a team player in a fast-paced environment? Communicating effectively with demanding customers? Describe the type of individual you need.

What are the top objectives we need this person to achieve?

Set the employee’s goals before you hire them – in fact, before you even interview him or her. Answering this question helps the organization build credibility and effectively measure the eventual employee’s success. If you can’t measure your resources, you can’t measure the business.