Finding New Talent

With more access to data of varying types plus an increasing need to crack the code on consumer behaviors in a changing behavioral landscape, companies are clamoring to fill roles that range from business strategy to data analysis. As one Director of Insights commented:

“Our organization is trying to fill roles that have been a mainstay of the insights team for years while also creating and hiring for roles that have never existed before. We’re trying to define the skill sets we need to add to our group to analyze more and different kinds of data while also ensuring we have the resources to deliver on core insights projects.”

Amelia Strobel, Global Consumer and Marketplace Insights at Mars noted:

“Mars is currently hiring insights positions. A restructure of the insights function in some regions has increased the number of headcounts we have to fill. We have roles in a variety of positions including brand insights, advanced analytics and category and shopper insights.”

Christian Kurz, SVP at ViacomCBS, who’s hiring for research and insights manager roles for US and global streaming organizations, said he’s looking for candidates with a broad media background, and interest in the area. Strobel agreed that the blend of skills is important. She added:

“Depending on the role, we’re looking for functional and technical skills, strategic thought leadership, problem solving, communication skills and the ability to collaborate.”

Raina Rusnak, Consumer Research & Insights Lead at Peapod Digital Labs also noted the importance of softer skills:

“When I’m hiring, I look for cultural fit with the team. I seek candidates who have grit, curiosity, confidence (not arrogance), and are able to articulate their thinking. Companies can train employees on the day to day. You won’t always need to walk in the door knowing everything. Coursework and perhaps internships in your intended field, coupled with an open mindset – that’s a candidate who will stand out.”

Ankit Makim, Senior Director, Commercial Insights at FibroGen, Inc. highlighted the importance of finding candidates who can get to insights:

“Today, we are in what I call, the insights economy. Data driven decision-making has been proven to be the best way to ensure organizations are leveraging an 'outside-in' approach in answering the most critical questions.
For potential candidates, this is an opportunity to demonstrate their ability to be strategic thought partners within the organization, leveraging their roles as brokers of information and to help guide senior leaders in making the best decision across all available options."

One analytics professional currently in the job market commented:

“Each interview I’ve been on has been different but nearly all the companies I’ve spoken to seem to be searching for the perfect mix of strategic and analytical. I feel lucky my education and training have positioned me to be able to both dig into data and analyze it but also think about the impact on the business. I’m as comfortable in a data analytics tool as I am in a meeting with executive stakeholders. But, the number of us who can easily pivot between either is fairly small from what I’ve heard.”

Given the current shortage of candidates (nearly every hiring manager commented on this being their reality at the moment), interviewees definitely have the upper hand in the process. Candidates who have any of the highly sought after skills, that blend of analytical and strategic capabilities, data science chops or customer side experience are especially in luck. But even with the right skills, candidates need to stand out through the interview process. Kathleen Wolf, Chief Experience Officer at The Purpose Partners had great advice for candidates currently in market:

“Make sure you understand what makes you unique, what are your strengths? You should be able to clearly articulate the value you bring to the organization. But also, don’t be afraid to interview the company as well. Find the right fit for you. You should strive for a mutually beneficial opportunity.”

Wolf added that the current dearth of candidates opens opportunities for existing employees to step up into new or bigger roles.

“Clearly articulate your contributions and impact to the organization. Build your KNOW | LIKE | TRUST factor.” (from the CliftonStrengths® program they use internally) “Show your expertise and how you are uniquely qualified to take on a bigger role or new challenge.”