How To Write The Perfect Tech Job Description

Sam Maughan our consultant managing the role
Posting date: 5/14/2020 8:34 AM
It’s a challenge finding the right Data & Analytics candidate. Add in the number of companies fighting for that perfect profile and for many it can seem like an uphill battle. But there’s a simple way to cut through the noise; better job descriptions. 

As a specialist recruitment agency within the Data & Analytics space, we have seen a real variety of job descriptions over the years, from the bright and innovative to the long and technical. And it may surprise you to learn that candidates still ask regularly to see official job descriptions and it is part of their decision-making process. 

Unfortunately, they are also often a part of the recruitment process that can be rushed or created from out-of-date previous descriptions. There are some real benefits, however, to putting the time and effort required into creating something fresh.  

If you’ve recruited a role like a Data Scientist before, you know that the problem isn’t usually getting enough candidates through the door, it’s about getting the right ones. A well-crafted job description leads to better quality applicants. It also helps those candidates become more engaged and excited about your business. 

So, with that in mind, here are our five top tips for businesses looking to help their role stand out from the crowd. 

CHECK YOUR JOB TITLE 


You might think that calling your BI Analyst a ‘Data Ninja’ is going to get you the top talent, but it would probably mostly cause confusion. It is important that you align the job title to a clear and market relevant job title. Often internal job titles can be the biggest blocker in aligning your vacancy to the market. 

Consider changing the job title for external purposes to make it more closely aligned to the market. Here are some common examples: 

  • An AVP Analyst within a Marketing Analytics team is more closely aligned to a Senior Marketing Analyst.
  • A Data Scientist job title aligned to a role with no machine Learning or algorithmic development may be better titled a Statistical Analyst. 

CREATE A COMPELLING JOB RUN-THROUGH 


Our consultants agreed unanimously that one of the weakest areas of job descriptions tends to be the more detailed description of what the role actually is. Too often job descriptions just list lots of different responsibilities, but these are often very generic or basic. 

Before starting to write the job brief, ask members of your team that do the role already – what gets them excited? 

You will likely find that it has to do more with the types of projects i.e. the application of technical elements, that appeals most to candidates.

If you can, bring the role to life in a meaningful way. For example, relating it to projects that your team has done is a really enticing method of exciting a candidate about the potential of the role.

Create A Tailored Experience Section


Uninspiring job descriptions often have long lists of key skills required, often with irrelevant skills included. Keep your requirements to around 5 or 6 key bullet points, asking yourself what the most important requirements are and clearly laying those out. 

On top of that often companies get too focused on requesting years of experience. We strongly discourage companies from specifying years of experience in a job advert as, within the UK, most European countries and a number of US states this is classified as age discrimination.

  • Instead of including years of experience, carve out what it is that you want your ideal candidate to have done before instead, this will often correlate to their experience level.
  • For example: 5+ years' experience in a Marketing Analytics could easily be transformed to Proven commercial experience in a Marketing Analytics environment with exposure to pre and post campaign analysis, customer analysis,  customer segmentation and predictive modelling. 

DON’T FORGET TO SELL YOURSELVES


Another key area where many companies fall down is effectively selling their opportunity and company to the prospective candidates. Whether an active or passive job-seeker, candidates are likely deciding whether this is the right fit for them based on what they are reading. Many job descriptions completely forgo any type of sales pitch above an initial description of what the company does, perhaps because they expect the candidate to know them and want them. 

These are the areas we’d suggest bringing to life to effectively sell your opportunity:

  • Writing in your brands personality. Consider the right tone of voice to match your company culture and style of working.
  • Introduce yourself. Whether you’re a brand name or not, use this chance to actually tell people about what you really do and what you really stand for.
  • Share what it’s like to work for the company. Include the culture, work environment, targets, challenges and of course reference to perks and benefits on offer too.
  • Consider the candidate. What appeals to a talented Data Scientist will differ from what appeals to an HR professional. Make sure you tailor your overall pitch to the type of candidate you are seeking. 

WORK ON THE LOOK AND FEEL 


A little effort on the aesthetic look of your job description an go a long way.  On top of a nice overall look, keep the length to a maximum of 1.5 pages. Utilise bullet points and bold formatting to keep the description some-what ‘skimmable’. 

If you’re looking to hire a Data & Analytics professional, Harnham can help. Get in touch with one of our expert consultants to find out more. 

Related blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out the related posts below.

How Can Organisations Tap Into The Huge Pool Of Neurodiverse Data Talent?

Ensuring that our workplaces are thriving with a diverse range of talent is, rightly, a topic that many organisations are focussing on. Yet, for the most part, this dialogue is centred around gender, ethnicity, sexuality and perhaps even physical disability. It is fairly uncommon therefore to see close attention given to exploring the challenges surrounding neurodiversity in organisations around the globe. Generally speaking, the term neurodiversity encompasses autism, attention deficit disorders, dyslexia, dyscalculia, dyspraxia and other neurological conditions. To hear a range of diverse viewpoints and perspectives is to contribute to an inclusive society and organisation. Leaving neurodiversity aside is no longer acceptable. Our research in the US highlights how 26 per cent of US adults have some form of disability, yet disabled individuals only account for 3.5 per cent of those working in Data & Analytics. As the global skills shortage worsens, it stands to reason that businesses will want to access this previously untapped talent pool. We know that in the UK, 56 per cent of organisations continue to experience skills shortages and in the US, two-thirds of employers hiring for full-time, permanent employees say they can’t find qualified talent to fill open jobs. An often-overlooked area of diversity is the impact a disability can have on an individual’s professional career. It’s no secret that all organisations would like to construct the best team – but are you doing enough to consider underrepresented talent? Creating a smooth recruitment and interview process One of the first barriers that neurodiverse candidates may encounter when seeking to enter an organisation is the recruitment and interview process. For these individuals, undergoing testing in this way puts pressure on communication skills, a tool that often allows us to better understand, connect and empathise with one another. When it comes to the recruitment process, the traditional in-person interview process — which assesses communication skills and personality fit — can be difficult to negotiate for neurodiverse candidates. In fact, this can be said to have been heightened by the pandemic too. The switch to virtual interviewing has added a new challenge to how neurodiverse candidates are able to participate in the process as miscommunication and interruptions come into the picture. For employers, tapping into the pool of data professionals with these invisible disabilities requires them to take the stress out of the interview and assessment process. It is critical to consider someone’s potential ability to do the job and the core skills that they have linking directly to the role on offer. Onboard a successful neurodiverse candidate efficiently Regardless of the size of an organisation, from global corporation to growing SME, they all share the same need to onboard new hires successfully and with limited disruption. It is this process that begins the relationship between an employee and an employer and although there will have been interactions through the recruitment process, it is the initial welcome into the organisation that will set the tone for the relationship moving forward. For neurodiverse employees this can be a daunting prospect; meeting new people while also familiarising themselves with a new environment and routine requires ongoing support and help from the employer. There are a number of ways that organisations can make this easier, from in-person or virtual meetings with smaller groups of the team to scheduled one-to-one chats with colleagues, the first few steps can be made more comfortable by promoting an inclusive culture. However, as there are such wide-ranging differences between neurodiverse conditions and individual requirements, employers need to implement policies that are tailored and highly individualised. Creating such policies and programmes can be complex and time-consuming, but it is critical to include your team in this. Ultimately it will boost your bottom line and the array of perspectives and views that are shared within the organisation. Retaining neurodiverse employees Neurodiverse candidates are capable, intelligent and have creative-thinking minds. To ensure their tenure within an organisation is lengthy and successful, we need to support these professionals and equip them with the tools and support they need to thrive. A standardised approach will not satisfy every need, and so it is important that every person in your organisation is accommodated as far as possible. The importance of this could not be clearer, as the BIMA Tech Inclusion & Diversity Report details how neurodivergent employees are more likely to be impacted by poor mental health (84 per cent against 49 per cent for neurotypical workers). This suggests that beyond attracting neurodiverse talent into the organisation, employers need to focus on the quality of the experience within the team. For example, take the time to book in regular meetings between the employee and their line manager. This will ensure that projects run smoothly, and any concerns or questions can be raised in a controlled environment. Listen to your team and their lived experiences to make informed and accurate plans to facilitate their growth within the team. After all, each employee brings a set of unique skills to a company. As more organisations realise the benefits of hiring neurodivergent candidates into their teams, employers have to act quickly to make routes into the business as accessible as possible. Ultimately, hiring neurodiverse people makes complete business sense. We know that diverse teams perform better, so now is the time to step up and tap into the huge pool of neurodiverse data talent. If you’re in the world of Data & Analytics and looking to take a step up or find the next member of your team, we can help. Take a look at our latest opportunities or get in touch with one of our expert consultants to find out more.

Weekly News Digest: 5th - 9th April 2021

This is Harnham’s weekly news digest, the place to come for a quick breakdown of the week’s top news stories from the world of Data & Analytics.    The Drum: How data visualisation turns marketing metrics into business intelligence Gathering data is just one part of a marketer’s job but having the ability to turn this data into something visually stunning, informative and easy to use is another skill completely.  Marketers, on the whole, are extremely visual learners along with around 65 per cent of the population. Most of us are able to absorb data more effectively if the information being presented to us is done in such a way that is pleasing to the eye. And this is why Data Visualisation exists; it allows us to group, organise and represent data sets in a way that allows us to analyse larger quantities of information, compare findings, spot patterns and extract meaningful insights from raw data. Not only does Data Visualisation allow us to learn more effectively, but we can then turn this understanding into much broader and deeper Business Intelligence.  To read more on the positives of Data Visualisation and how to translate this into meaningful Business Intelligence, click here.  ZDNet: The five Vs of customer data platforms According to ZDNet, Customer Data Platforms (CDPs) are the hottest marketing technology today, offering companies a way to capture, unify, activate, and analyse customer data. Research done in 2020 by Salesforce showed that CDPs were among the highest priority investments for CMOs in 2021. If you’re planning to invest in a CDP this year, what five critical things do you need to think about when developing a successful strategy? ZDNet tells all.  Velocity - Your systems need to manage a high volume of data, coming in at various speeds.Variety - Every system has a slightly different main identifier or "source of truth," and the goal is to have one. This starts with being able to provision a universal information model, or schema, which can organize all of the differently labelled data into a common taxonomy. Veracity - Companies must ensure they can provision a single, persistent profile for every customer or account.Volume - It has been theorized that, in 2020, 1.7MB of data was created every second for every person on Earth. If you want to use those interactions to form the basis of your digital engagement strategy, you have to store them somewhere. Value - Once you have a clean, unified set of scaled data – now’s the time to think about how to derive value from it.  To learn more, read the full article here. Towards Data Science: How to Prepare for Business Case Interview Questions as a Data Scientist When you think of Data Science, the first thing that comes to mind will be technical knowledge of coding languages and fantastic statistical ability; softer skills such as communication and exceptional business knowledge may be overlooked. However, this is where many budding Data Scientists trip up. It is these softer skills and business acumen that sets brilliant candidates apart from others.  But how, when not usually taught at university, do you gather the business knowledge that will set you apart from the competition and showcase it in interview? Towards Data Science shares a few key pointers. Build a foundation – Brush up on your business basics. Research project management methodologies, organisational roles, tools, tech and metrics - all are crucial here. Company specifics – Research your company and its staff. Make sure your knowledge is tailored to the company you’re interviewing for. Products – This is where you’ll stand out above the rest if you get it right. The more you can know the ins and outs of products and metrics at the company, the more prepared you will be to answer business case questions. Read the full article here.  Harnham: Amped up Analytics: Google Analytics 4 Joshua Poore, one of our Senior Managers based in the US West division of Harnham, explores Google’s new and improved data insight capabilities, predominantly across consumer behaviours and preferences.  This exciting new feature of Google was born in the last quarter of 2020 and has now fully come into its infancy, and it’s an exciting time for Data & Analytics specialists across the globe. Joshua explores four key advantages of Google Analytics 4.0. Combined data and reporting - Rather than focusing on one property (web or app) at a time, this platform allows marketers to track a customer’s journey more holistically. A focus on anonymised data - By crafting a unified user journey centred around machine learning to fill in any gaps, marketers and businesses have a way to get the information they need without diving into personal data issues.Predictive metrics - Using Machine Learning to predict future transactions is a game changer for the platform. These predictive metrics for e-commerce sites on Google properties allow for targeted ads to visitors who seem most likely to make a purchase within one week of visiting the site. Machine Learning driven insights - GA4 explains it “has machine learning at its core to automatically surface helpful insights and gives you a complete understanding of your customers across devices and platforms.” Machine Learning-driven insights include details that elude human analysts.  To read Joshua’s full insights on GA4, click here.  We've loved seeing all the news from Data & Analytics in the past week, it’s a market full of exciting and dynamic opportunities. To learn more about our work in this space, get in touch with us at  info@harnham.com.   

RELATED Jobs

recently viewed jobs