In this episode, Jason talks to Kyle Winterbottom, CEO at Orbition and host of the Driven by Data Podcast. They discuss the different challenges organisations face when hiring for data-specific roles and the best way to improve your job advert to attract the right candidates.
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There are so many moving parts when it comes to recruiting data talent, the trickiest of which is being able to solidify what you are actually looking for in an ideal candidate. Instead of just using a laundry list of skills, leverage your job advert to show your organisation’s mission and focus to help attract the right talent.
00:54 Kyle’s background in data and data talent recruitment
03:40 Why people need to open up the conversation around recruitment in data
04:58 Discussing job ads and how they vary between different roles in data
08:44 Unpacking job ads
14:37 The skills gap in positioning effective job ads
18:09 The importance of being able to market your business
21:22 What drivers motivate potential candidates
24:43 Hiring for a startup vs an established company
27:30 Reiterating job description based on interviewing different candidates
29:55 Getting your hiring structure right from the beginning
31:50 Generalist vs specialist hiring
36:00 Leveraging leadership skills to attract ideal candidates
Recruitment in data refers to the process of finding and hiring individuals with skills and expertise in data-related fields, such as data science, data analysis, data engineering, and big data. This may include sourcing candidates, conducting interviews, evaluating resumes, and making job offers. Often hiring managers put out a job advert with a laundry list of skills and attributes, however this is isnt always the most effective way to attract top talent.
Attracting and onboarding the right talent in data involves much more than just posting a job ad and listing a set of skills and attributes required for the role. Hiring managers must carefully craft job descriptions and job adverts that accurately reflect the responsibilities and requirements of the position, but importantly the company culture and what working with them will be like. Its a chance to position yourself as an employer of choice with exciting prospects. This will help attract the right candidates who are a good fit for the role and the organization.
There are many variables that can go wrong with job descriptions and job ads. For example, the language used in the job ad may not accurately reflect the role or may be perceived as unappealing to potential candidates. The list of required skills and attributes may be too long or unrealistic, making it difficult for candidates to determine if they are a good fit for the role.
It’s also important to note that job descriptions and job adverts are not the same thing. Job descriptions typically provide a detailed overview of the responsibilities, requirements, and expectations of a role, while job ads are more focused on attracting candidates and providing a brief overview of the position. Both play a crucial role in the recruitment process and must be carefully crafted to be effective.
Job adverts are a commonly used tool in the recruitment process, however, they may not be the most effective way to recruit top talent in the field of data. This is because hiring in the data field is often done at the practitioner level, meaning that individuals with hands-on experience and expertise in the field are more highly valued than those with theoretical knowledge. This creates a high demand for data professionals, who are in high demand due to the increasing importance of data-driven decision making in organisations.
Despite the high demand for data professionals, the supply of qualified candidates is limited. This can make it difficult for organisations to find and hire the right person for the job, even with a well-crafted job advert. However, job adverts are still an important component of the recruitment process, as they serve as a marketing document that showcases what a company is doing with data and provides a brief overview of the role. By having a job advert in place, organisations can reach a wider pool of potential candidates and attract those who may not have otherwise considered the position.
Even though the effectiveness of a job advert may be limited, it is still necessary to have one in place. A well-crafted job advert can help an organisation stand out from the competition and attract the right candidates. This can increase the chances of finding the right person for the job, saving time and resources in the long run.
Job adverts should not always be the only option when it comes to recruitment in the field of data. In some cases, the involvement of a data leader in the recruitment process can make a significant difference in the success of the process. A data leader can help guide the direction of the recruitment by identifying the specific skills and expertise needed for the role and the company culture. They can also provide valuable insights into the type of person who would be a good fit for the role and the organisation.
The success of a data leader is intrinsically related to the team they create. A strong and capable team can help the data leader achieve their goals and objectives, so it’s important for the data leader to be actively involved in the recruitment process. They can help evaluate resumes, conduct interviews, and make informed hiring decisions based on their knowledge of the field and the company’s needs.
Opening communication between data leadership and recruitment can ensure a successful and efficient recruitment process. Internal recruitment teams may not have the depth of knowledge required to understand the specific wants and needs of the data team, and therefore may not know the right questions to ask during the recruitment process. This can lead to a lack of understanding of the specific skills and expertise needed for the role and the company culture.
Data leaders, on the other hand, have a deep understanding of the field and the company’s needs and can provide valuable insights into the type of person who would be a good fit for the role and the organisation. By opening communication between data leadership and recruitment, the recruitment team can gain a better understanding of the specific needs of the data team and make informed hiring decisions.
In conclusion, recruitment in the field of data is a critical process for finding and hiring individuals with the right skills and expertise. Job adverts can and do serve a purpose but on their own may not be the most effective way to attract top talent, and the involvement of a data leader in the recruitment process to represent what’s really needed and doing that publicly, can provide valuable insights that can help make informed hiring decisions.