Despite the crucial nature of needs assessment in training design and development, very little empirical work examining factors that influence such ratings has been undertaken. We investigated the impact of individuals’ levels of work experience, self-efficacy, and skill proficiency on their subsequent ratings of training needs. Our results indicate that self-efficacy and skill proficiency are positively related to importance and frequency ratings for both skills and job tasks. However, when considered collectively, skill proficiency was a more potent influence, suggesting that an individual’s actual capability may have a greater impact on ratings of training needs than his or her perceived capability (i.e., self-efficacy). Implications for future research and training needs assessment practice are discussed.