Do You Have A Clear Data Strategy?

You should really check(mate) your data strategy

Data is now fundamental components of businesses and play a large role in not just how individual companies operate but also how industries now operate.

Needing to implement it solely because everyone else is doing it is not what a forward-thinking business does. Research and planning should go into the strategy or the results will be half-baked. The outcome could involve many work hours wasted, money down the drain and it could also mean that you are rejecting candidates at interview who are actually perfect for your company.

A data strategy should demonstrate a deep understanding of the company’s data needs and should include decisive choices made in order to secure the important goals including how to make best use of existing data in order to create an advantage for the business in the marketplace.

If you offer products or services, the data will be used to build on your customer service or develop new products, perhaps enhancing your marketing abilities by giving you advanced customer profiles.

It starts with a strong vision based on expert understanding. It can only go ahead with the correct reasoning. If you can’t make a valid business case, perhaps now is not the right time for your data plans. If you have come to the conclusion that this is the way forward, you should expect to change the mindset of the business, at least a little.

Alongside the strategy, if the company does not have one already, is a set of values that will govern how you deal with data. Data is important and should be treated with utmost care. If you disrespect it, it can come back to bite you, legally.

Goals and metrics come next. What are your short and long term aims? Who is doing what and how? Once the roles are defined and outcomes can be measured, you will be on your way

The key is to figure out how you will manage your existing data and gather new data, considering future trends too. As we have mentioned before, establishing a data culture within the business is very important, so that any developments do not seem extreme but part or an extension of a pre-existing plan.

What are your systems to disseminate information throughout the company? Without these, teams are effectively siloed, and the strategy can be disrupted or fail to be implemented correctly. Data strategies should be cyclical so that there is assessment and evaluation, and lessons can be learnt, and the strategy can be improved. This is important as this is where innovation stems from and it cannot be done if the information is reserved only for certain circles.

Gaining an edge over your competitors can only happen when the strategy is correctly implemented and the data you have is being treated with respect, cleaned correctly and access is given to those who need it. The Cloud is being used increasingly as a way to allow workers in different locations to access data. With this positive move forward comes headaches such as security concerns or ascertaining what parts of a company’s infrastructure should be placed where. Privacy is always an issue with data and, as we have mentioned previously, that should be baked into your data strategy.

Hiring is an oft-overlooked aspect of data strategy. Once the responsibilities have been worked out then a data team needs to be found, selected, interviewed and hired. Any additional gaps in knowledge should be dealt with either by training existing employees or finding new candidates to fill the gaps.

With the right team and the right strategy, you are fortifying your business for the future and against future competition, it just takes a bit of time, a bit of planning and the right mindset.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

What Is Shaping Business Data Analytics?

Let’s look at how Business Data Analytics can slot into your business

Using a set of specific skills like procedures and techniques to explore and investigate old and new data is what Business Data Analytics is. The aim is to discover insights through interrogating the data and arriving at improved business decisions.

Companies looking to transform themselves digitally need to expect to put in a lot of work and to change how they confront certain business practices. Making intelligence central to the process is important. The culture should be inherent within the organisation or else the changes being attempted will result in poor performance.

We have researched and compiled a few areas that those businesses should concentrate on in order to create a new forward-facing culture and in doing so, will help order and secure their business data future.

Businesses should focus on the use of machine learning for advanced automation of data. Utilising ML for data science and preparation, data insights and developing models is termed augmented analytics. The discipline is not yet as matured as other processes but as time goes on, it is becoming an important part of the future of business data. As bias is removed from the equation and more automation enters the field, it will lead to more ‘citizen data scientists’.

Relationship analytics is all about answering questions when you do not know the question yet. It is about finding the connections between things that are not normally connected using data models. If you have constantly changing, updating, morphing data, totally unstructured, relationships are determined and contexts clarified. Graph techniques are being used to identify the difference between legal and illegal behaviours, between actions that can help or hinder the organisation. These are especially important when used with supply chains.

Uncertain behaviours can lead to unpredictable outcomes. This is also true of incorrectly captured data. What is required is a framework merging standard and future techniques. Within business, the need to model, execute and track these decisions is paramount. Without this, the whole system descends into chaos.

A culture of digital literacy should be advocated for within the organisation. Something like this needs to be grown and cannot be a solely ‘top-down’ endeavour. Good ethics and an understanding of privacy and data laws need to be disseminated throughout the company. Too many businesses seek a ‘quick fix’ solutions when the real solution is to build the scheme into the fabric of the org. Digital literacy should be considered an employee life skill and will contribute to the extended life of a business too. Companies with a lot of data, ML or AI workers should be looking into an ethical code of conduct.

More and more people are accepting the need for data and are interacting with it in a much more positive way, which means that, on the positive side, there is much more abundant data, but on the negative side, there will be too much data to adequately clean and compartmentalise in a timely fashion. This means that there needs to be automation but also that there needs to be a much more scalable model available. The Cloud plays a part in this scalability, allowing companies to alter their IT infrastructure and also to work with data from a decentralised space.

Algorithms and services are emerging in places and industries they have not been seen in before, due to the sea change. A change in mindset is happening and the more it spreads the more advanced Business Data Analytics will become the norm. If you are interested in exploring data within your business, you need great talent, so don’t hesitate to contact recruitment experts.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

How Has Covid-19 Impacted Recruitment?

The impact of Covid-19 has been felt throughout the recruitment sphere

Recruitment is all about finding the best candidates, no matter what the circumstances are, but with the Covid-19 Pandemic, certain elements have changed, causing ripple effects throughout the industry, and as we know, things that affect the recruitment business then affect all the other businesses that require recruitment.

Some changes are positive and some are negative. Hopefully the positives will stay and the negatives will leave, but we shall see. Having your finger on the pulse of recruitment should stand you in good stead for the future.

Virtual working and virtual hiring look set to stick around a while longer. As much as it makes the process of hiring feel unreal and in some ways diluted, many companies are carrying on, and, with no real end in sight for Covid-19, the HR/safety concern is understandable. Of course, this way of doing things is also driving jobs to the market for people to handle the tech responsibilities so that is keeping recruiters busy.

While this is driven by Covid-19 safety, many companies have still not gotten to grips with how to hire this way and especially not how to present the organisation as well as it possibly can be presented. Rushed interviews, distracted interviewers and technical glitches all contribute to a bad impression. Remote hiring is no joke and may well be the new normal so everyone should be taking it seriously.

Inclusivity and diversity has always been an important topic in need of serious thought and action but the pandemic has shone a light on just what companies have been doing to make this a reality. Which the changes brought, there is no better time than now for an organisation to reassess its core principles. The new generations are looking to businesses to demonstrate that they care, and they are willing to vote with their feet if they feel the effort is lacking. This requires leadership and if they do not see that leadership, worker retention plummets.

Mental wellbeing needs to be supported, especially when workers are communicating their isolation during Covid-19. This is another conversation that has been a long time coming and now that it is being had, businesses are seeing how they have been lacking. After the pandemic is over, the offer of counselling and therapy, as well as the positive aspects of flexible working, should continue.

Businesses are waking up to the fact that overworked and overstressed employees, close to burnout, are not the most productive and that their depressed feelings can impact the rest of the team. If a recruiter cannot allay any concerns regarding these workplace processes, then you will lose that candidate.

As we have learned from the past few years, anything can happen so plans should be put in place for many eventualities. Being adaptable is paramount these days and when you encounter new responsibilities or even new job descriptions emerging during difficult times, one should be ready.

In addition, learning and training has been pushed to the fore, as job roles are reassessed and worker retention is prioritised. Those who already consistently learn and update their skillset are already ahead of the game. Recruiters are looking for that pro-active approach now more than ever.

With reassessment has come the realisation in some companies that they really required part-time employees in some roles, or temporary recruit for a select period of time. This kind of flexibility has created some new roles and done away with others. That kind of working works for some employees and does not work for others. Recruiters need to be upfront about what is really on offer so that the candidate can make up their mind quickly whether it is for them or not.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

What Is Your Recruitment Strategy?

Stop waiting for the cogs to just fall into place

With almost a million job vacancies in the last 3 months, it is clear that companies are not strategically solving their recruitment problems in a timely enough fashion. This may be a generalisation but we know it is true enough, judging by the stats.

Focusing on recruitment strategy during these highly competitive times should not only be a consideration, but a priority. In a job market where your competitors are looking for every advantage, you cannot afford to wait around.

Concentrating on your brand is a key component. This is not just in reference to your logo or tagline. You must be selling your company to your prospective employees with every action and with every engagement. Why should someone choose you over your competition? Why is your organisation superior to the one the candidate is currently employed by? A good idea is to assess your company’s performance up until now, by asking your current employees why they chose the company and why they have stayed.

Be alert and aware of what is happening in your industry in terms of remuneration. What you are offering on this front should be both realistic and competitive. The benefits should be ones that would be useful to the prospects and not just a package full of neat but ultimately useless offers. Money is not the only concern of these newer generations of employees but the compensation should be in-line with market norms.

Applying for ‘Best Places To Work’ awards can be very enlightening as they force a business to interrogate the work environments they create and find what is lacking. Having your workforce complete questionnaires honestly about their experiences can shine a light on areas that have been neglected or perhaps not even considered before. Yes, it can be painful, but once you know, you can start to fix things that have gone wrong. The aim is to strengthen your brand so that you can actually win one of those awards and that, in turn, promotes you positively to the candidates you are trying to attract.

If you find candidates who are perhaps not right for the certain role you interviewed them for, but are excellent prospects for other roles, make sure to keep in touch with them and keep them engaged with the company and its progress. This does not, of course, mean bugging and harassing them, but does mean checking in every now and again. Nothing makes a candidate feel they are understood and valued like a company keeping an eye on them and reaching out.

Do you have collateral to send or a portal to visit where prospective candidates can see what you company is about without having to spend a lot of time researching? What is an average day like in the job you are advertising? Are you utilising video to show the candidate the physical environment of the office, or the team they will be working with. Does the job description truly demonstrate the role they will be filling?

Companies should always be building their public brand in many different ways so that there is a slow drip-drip-drip amongst those in your industry, making sure that there is positive buzz or name recognition out there. Any media requests should be strongly considered. Add to that a slick and functioning website plus responsive social media and you are helping to build the brand.

Sending out recruiters to represent your brand should also be carefully considered. Specialist recruitment partners will always know about your industry and your company. They will be able to sell your company expertly as they have a vested interest in seeing the role filled.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.

6 Skills You Need As A Data Scientist

The Magnificent Six

Data Science has become a very competitive field in the past few years and this year it seems that that competitiveness has reached a peak. As we know the job market has flipped to being candidate-led, and really specialised roles like that of Data Scientist are a struggle to fill.

There are a lot of candidates leaving universities with a good amount of skills but those who are most in demand have a little bit more experience under their belts and a skillset made up of seemingly disparate elements which make sense within the context of the jobs on the market.

Not only do they need to become data experts but there is also a need for them to develop development skills too. To remain competitive you should look at the following:


Speeding up the processing on projects is a really important element of the team working cohesively. ML and its lack of proficient industrialisation can hold back data scientists. They must work together with the IT team to ensure that the cloud is optimised and the computing rates are as fast as possible. Moving the correct parts to the cloud aids in the ability for team members to work from distance, without losing the advantage that virtual servers provide.


If you aren’t already using Agile as an organisational method, you are behind a lot of teams who swear by it. It is a non-hierarchical system allowing companies to be more flexible to changes in their market. Customer-centric, it revolves around fast cycles, opens comms and autonomous teams. As more Data Scientist/ML Engineers emerge, the changing machine learning side within codebases requires agility of organisation, enabling continuous and smooth implementation.


This software makes it easier to collaborate with many developers working on the same project. Data Science becoming heavier on the development side means that something like Git starts to become a prerequisite on job specs. Whilst it is likely that you will have started using it on your own when you start training on it, it is necessary to use it with other experienced users to demonstrate that you can use it in real dev scenarios.

Teamwork, Communication and an understanding of Business

Ascertaining which problems are the most important to solve in terms of business goals in the company in which you work is a really important skill, as well as finding new ways to exploit the data you already have or can gain access to.

The higher-ups within the business will need the extremely techy information to be translated so it is  easy-to-understand, so that the info can be disseminated throughout the company to departments such as sales or marketing. This is a particular skill it is very handy for data professionals.

Data science is not usually a solitary life, as all parts of the team must work together to make the data digestible, the data is coming from other parts of the business and the results are being sent to other departments, and that is before you factor in customers. You must be a team player for it to work well.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.