Fit Evaluation & Gap Analysis
The mirror flip. Put your Career Capital side by side with what your target employer actually needs — one target at a time — and answer the question every employer is really asking: does what you offer solve what I need?
Use it two ways: run a full evaluation on each of your 3–5 target paths to decide where to commit, or run a quick pass before a specific application or interview to sharpen your pitch. It's built to be reused — often.
How to complete this worksheet ▾
- Pick one target. Choose one niche or path from your A-to-Z list — or one specific posting you're about to apply to. One tab per target.
- Open your Week 3 research. Pull up your Needs Assessment and Employer Empathy Map for this niche. You'll move their findings into the columns here.
- Run the Qualifications Gate. The hard must-haves first — license, degree, certification, required years, work authorization, location. Red / Yellow / Green.
- Decompose & rate competencies. For each key requirement, break it into what you must do (skill), know (knowledge), and how it's done well (characteristic). Tie each to real evidence and rate your fit.
- Name strong fits and gaps. Strong fits are your differentiators — and the raw material for your Value Proposition in Lesson 4.6. Gaps get a closure plan.
- Make the call. Decide whether this stays a Primary target, a Flexible/backup option, or one to deprioritize — then update your A-to-Z list.
Turning a job duty into competencies
Take any responsibility line from the posting and ask three questions:
Example — posting bullet "Resolve escalated customer issues" → Skill: de-escalation & problem-solving · Knowledge: the product and refund policy · Characteristic: composure under pressure.
No direct experience? Look for the transferable skill. A functional/jargon skill like "clinical counseling" breaks down into transferable skills — listening, building rapport, empathy — that you can evidence from another context. That's a Transferable fit, not a gap.