Hiring Data Analysts who are capable of running large-scale projects is becoming more and more of a necessity these days. Recruiting for Data Analysts is always a challenge, with the confusion caused by incorrect job specifications and new requirements such as cloud experience entering the fray.
Firstly, there is a list of requirements the Data expert will need. These include:
Leadership qualities mixed with the ability to manage and monitor a team.
Advanced communication skills.
The ability to observe the overview, creating a roadmap, taking team and stakeholders along.
A history of upskilling and ‘outside the box’ thinking.
Recognising future problems and solving them.
Up-to-date while retaining own judgment, following trends without becoming beholden to them.
Strategic thinking involving deeper business and sector understanding.
Once your business comprehends the above list, the next stage is finding candidates with resumes containing the above requirements.
Whilst online recruitment platforms may throw up a few examples, the key is finding candidates who are not yet looking to move from their current positions. There is no quick fix if you are seeking out the candidates yourself or have tasked a generalist recruiter to find them. The further one gets into AI, Machine Learning, Data etc. the harder it is for a generalist to use the skills and tricks that usually work for them.
The two key factors here are approach and knowledge.
They must be identified and approached with respect, honesty and integrity. As they are not looking yet, they are in no hurry and anything confrontational, vague or ‘take-it-or-leave-it’ will scare them off. The generalist ‘spray and pray’ technique will never work here. Generic emails are quick, yet a well-thought out and specifically targeted email cuts through and shows the prospect that they have been considered because of fit, not desperation to fulfil a contract.
When engaging a specialist recruitment partner, you should know what you need from the candidates. What projects will they be heading up? What timeframe will they be working to?
A specialist with years of experience will help you in more ways than simply handing over some CVs and letting you get on with the rest. They can help you formulate interview questions, structure the interview and overcome biases within the company about what a senior data analyst should be. You do not want a one-size-fits-all service. Specialist recruitment partners undertake research on your company to understand what it does, what is required and they can even help illustrate what is needed within the data projects themselves, helping build whole teams for the task. That research comes in handy when they are finding suitable candidates, as they can speak about the business’ structure or products with confidence. A Data Analyst, knowing how much your company valued finding the right fit, will feel confident too. You could say the investment pays off twice in that respect, and that is not counting the amount of time saved.
The structure of the interview process should be locked in before interviews take place. If it changes from 2 to 3 to 4 whilst the process is happening, the candidates will rightly think that the company is unsure of the correct course of action. When you are interviewing them, they, in turn, are interviewing you. With the right knowledge there, there will be no uncertainty, just a projection of cool and calm. Give it the concentrated resources it deserves, and the best candidate will be found.
Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.