Six Questions to Ask Before Making Your Next Analytics Hire

With the right people and the right tools, data analytics turns data into information and information into actionable insights which further your organization’s goals. How do you hire qualified people who can help you make informed decisions? Ask these six questions in order to hire the right people to manage analytics for your organization:

Question 1.

What role will this person have in optimizing and standardizing data? In order for data to be useful, it’s standardized in such a way that it can be accessed logically and efficiently. For this reason, ask this question before making your next analytics hire. What does this role demand as far as data optimization? Consider what skills and experiences the person in this role must have in order to meet those demands.

Question 2.

How much of the role will involve managing, extracting, and compiling data? Because data resides in many places, it must be effectively integrated. Ask this question before making your next analytics hire. What does this role demand as far as managing, extracting, and compiling data? Consider what skills and experiences the person in this role must have in order to meet those demands.

Question 3.

What technical skills will this person need in order to further your organization’s goals? Certain technical skills may be required to manage, extract, and compile data in ways that are meaningful to your organization. Ask this question before making your next analytics hire. What does this role demand as far as technical skills required to further your organization’s goals? Consider what skills and experiences the person in this role will need to have in order to meet those demands.

Question 4.

How much of the role will be understanding data in order to develop actionable insights? Once meaningful information has been compiled, it must be made actionable. In order to do so, your new analyst may have to interpret and understand the story the data tells. For this reason, ask this question before making your next analytics hire. What does this role demand as far as turning information into actionable insights? Consider what skills and experiences the person in this role will need to have in order to meet those demands.

Question 5.

What decisions will be made as a result of the insights provided, and how will this individual be involved in those decisions? Decisions are made based on the actionable insights provided by your new analyst. Their level of involvement varies from organization to organization. Some analytics professionals have a lot of responsibility in these decisions, while others do not. What does this role demand as far as decision-making? Consider what skills and experiences the person in this role will need to have in order to meet those demands.

Question 6.

Who will this person be communicating with, and what will they be communicating? Success relies on effective communication. On one hand, your new analyst might present their insights to executives. On the other hand, your new analyst may provide insights to clients in order to convince them to take action. Ask this question before making your next analytics hire. What does the role demand as far as communication skills? Consider what skills and experiences the person in this role will need to have in order to meet those demands.

Final Thoughts

The people you hire to manage your analytics are crucial to the growth of your business. For this reason, consider the specific duties, communications, skills, and decisions the role entails before making your next analytics hire. Check out our Thought Leadership articles to learn more, or contact us to discuss your analytics hiring and recruiting challenges.

Written by Mark Whitman

Mark Whitman is the founder of TeamBuilder Search. Mark’s mission is to help clients recruit the top five percent of digital marketing executives, taking great satisfaction in helping clients out-recruit their competition. In the process of fulfilling his mission, he takes great care to help digital marketing leaders elevate their careers. People say Mark owns a recruiting and staffing company. He says he owns a life improvement company. To learn more about Mark visit our Leadership page.
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