Three Ways You Can Better Prepare for the Future of Work

Tom Brammer our consultant managing the role
Posting date: 7/23/2020 9:37 AM
From reusable planners to navigating Zoom meetings, the world of work has changed irrevocably. Though some businesses are hoping to return to the formal in-house model, many are opting to remain remote workplaces. 

Data and web professionals have often worn a mix of hats between the two versions of work even taking breaks or making changes through contract work. The options open now, if structured well, could mean more productivity, safe environments for employees working from home rather than in house, and what may look like true work-life balance. 

But what does this mean for the world of the Data professional? Isn’t their career path already pandemic proof? Though it depends on the need of the business, this path isn’t as limited as others might be. But as everything from the world of retail to legacy institutions like banking move online more permanently, opportunities are expanded. 

TRANSFERABLE SKILLS ARE KING

As more and more professionals seek new ground, transferable skills are more in demand than ever. Specifically, those soft skills of communication, working toward solutions with limited resources, and crafting creative solutions when working through seemingly impossible problems. How professionals handle these issues, pivot on a dime toward solutions in a swiftly changing environment, and the experience they bring with them from other backgrounds all play a role.

A maturity level of professional experience far outweighs age or education. Businesses are looking for those who have not only studied toward their career, but who have experience to navigate any changes when the chips are down, and help the business stay on top of its game.

BE ABLE TO NAVIGATE CHANGE

Employees can be trained, upskilled, or reskilled when it comes to the technical aspects of their job. But what businesses need now are those professionals who can handle pressure well, understand the inner workings of organisations from a business perspective, and are customer-focused. 

JOB HOPPING IS NO LONG TABOO 

In recent years, if a resume showed more than a few jobs, it was deemed taboo. The professional was job hopping? Why? Was it the employee? The manager? Why couldn’t the employee stay in one place? Today, job hopping is no longer taboo. It’s expected. To keep things fresh from both the business and the employee perspective, changing jobs is part of the next normal.

Sabbaticals, once the darling of academia, are finding their way into other professions as well. Renamed contract work, this short-term experience, can lead to permanent roles, or just a quick change for employees to recharge from their former roles. 

This is the time to reassess, recharge, reskill, and upskill your way to success as a Data professional. The high demand and the skillset shortage is shrinking, but the demand remains and will continue to grow. So how will you structure your career path for the next normal?

In the wake of work-from-home policies, remote working, and the shifting landscape of working outside the office, technology, and particularly biotechnology careers are prime opportunities to both gain increased knowledge in your chosen field or begin your career path. 

If you’re interested in Big Data & Analytics or other Data professional opportunities, take a look at our latest jobs or 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.

Life Science Analytics Lead the Way to a New Normal

The Life Science Analytics industry has always beaten to its own drum. But in the days of Covid-19, there’s a different feel and it’s one in which teams are coming together and candidates are staying longer in jobs where they feel connected and impactful.  As the drive for a vaccine and the virtually overnight demand for telemedicine and contactless care come to bear, this industry which once seemingly fell behind that of retail and banking has caught up. So, what can businesses like biotech, pharmaceutical, and other healthcare providers do to retain and keep top candidates? EXPAND AND GROW YOUR TEAM LOCALLY AND GLOBALLY Reskill and Upskill for Career Advancement - If you’re lucky enough to have retained top talent, re-consider tenure-based positions. Advance your great candidates based on performance, need, upskilling, or reskilling. You may already have someone on staff who can do the job you need done or have the potential. Let them. The world has been moving faster than it ever has in this year alone its jumped into warp speed.Consider Global Collaboration – While many professionals, in every industry are working from home these days, some simply can’t due to the nature of their business. In this case, the need to be in the lab. However, as the Life Sciences & Analytics industry leads the way in their approach to flexible hours and the available Data on COVID-19, for example, global collaborations allow teams to do their work without the need for lab access.In demand technical skills - Candidates skilled in Data gathering, algorithm development, and predictive modeling are in high demand as well as AutoML, NLP, and other Machine Learning solutions. In demand soft skills – As the impact of the above technical skills increase and offer proven solutions, it will be important to have Data professionals who cannot only manage the technical side of things, but who can also explain solutions to the nontechnical and business executives in plain language. Since the start of the year, we’ve seen a massive shift in the way we do business. While for some businesses, it was business as usual for the most part. For others, it completely reinvented others. Healthcare and Life Sciences are no exception. And in the healthcare industry, they’ve been stretched in ways unimaginable just last year. And have learned a new respect for numbers and accurate Data. Two things vital to moving forward. A NEW RESPECT FOR NUMBERS AND ACCURATE DATA This new respect for accurate numbers and Data will help teams align to predict new threats while tracking current ones. In other words, no one will be caught off guard next time as the Life Sciences and Healthcare industry prepare for a post pandemic transformation. And how will it impact the industry moving forward? Work from home policies, global teams, telemedicine, the demand for PPE and ventilators, even the demands of the financial side of healthcare have shifted. But with the right data, innovation, and improved efficiency, it’s a sure bet the industry won’t be caught unawares again. WELCOME TO THE NEW NORMAL Though every profession has been hard hit during the pandemic, it’s the healthcare industry which has seen an even greater shift in the need demands to be met, shifting priorities, and patient care delivery has gone online. By moving forward with telemedicine and other automated services, the revenue cycle of the industry, too, has seen a shift. Yet to maintain business continuity, they must close the revenue gap. And here’s where Life Science Analytics meets FinTech and InsurTech. All of these industries will need Data professionals who can speak code and translate it to the nontechnical. All will need professionals with skillsets in predictive modelling, automation, Machine Learning, AI, and more. Is it you they’re looking for?  If you’re interested in Data & Technology, Risk or Digital Analytics, Life Science Analytics, Marketing & Insight, or Data Science jobs we invite you to check out our current vacancies or get in touch with one of our expert consultants to find out more. 

How To Hire With Video Interviews

Virtual interviewing may have erupted over the last few months but the trends are showing that this is something that is likely to last well beyond the remote reality that many people are facing. Virtual interviewing is not as easy as it seems, in fact we’ve found our clients asking us over and over again for advice on how to run an effective video interview process. With that in mind, we’ve compiled a list of some of our top tips for clients and hiring managers for a successful video interview:  1. DON’T FORGET THE PRE-INTERVIEW PREP Confirm: Just like you would confirm a face to face interview with an email with the right address, instruction of how to get there and what to expect – the same applies for virtual interviews. Ensure to email candidates in advance with a link, information about who they are meeting and, most importantly, what you expect from a dress code. One of candidates biggest areas of concern is usually about what to wear for a virtual interview, so setting this out clearly in an email is a great way to start the process off on the right foot.Do not forget to provide instructions for using the video conferencing platform. Whether it is zoom, skype, google hangouts or another – keep in mind the candidate may not be familiar with your platform of choice.  Test:  Make sure to log onto to the interview early to ensure your camera, microphone and set up works. Be sure to ensure that your image is clear and that the volume is adequate. It is likely that the candidate will do the same and will ensure that the first few minutes of the interview aren’t focused on the technical side of things and ‘can you hear/see me?’.  2. PROVIDE A CLEAR STRUCTURE Opening: A usual face to face interview provides opportunity for warming a candidate up, however this time there is no shaking of hands and asking about commute.Just because you are video interviewing does not mean therefore that icebreakers shouldn’t exist, consider still incorporating an icebreaker to put the candidate at ease.  Ease concerns: One of the biggest concerns that candidates have when video interviewing is that there is a lot more out of their control in comparison to sitting in a meeting room opposite your interviewer. To ease any worries that the candidate might have, and to create a great candidate experience, let them know that background noise is okay and not to panic if the connection drops out. It’s likely that the candidate will have done everything they can to stop both of these from occurring, but ultimately, they could happen and it’s important the candidate knows that this will not negatively affect their outcome.  Set the agenda: Once you are through the icebreaker and have eased concerns, make sure to set an agenda for the interview. Let the candidate know what to expect. For example, introduction, CV run through, competency questions, Q&A and end. End the interview the right way, finish up by telling the candidates about the next steps and the timescales that you expect for that.  3. PREPARE THE QUESTIONS IN ADVANCE Due to the nature of video interviews, you will find the experience quite different to what you were used to. Usually you would have the CV and question sheet in front of you on the table, or on a laptop and the candidate separate to that. This time, you will potentially have all of that information on one screen. Preparing for how to optimise your screen and information therefore is important so that you can focus more on the candidate.  Read up on the candidate: Complete your CV read through and background prior to the interview to ensure that you do not need to rely wholly on the CV to make sense of the candidate’s answers. Don’t try and wing it: Prepare your questions in advance, have the questions in front of you and use them to help you to keep the interview on track and ensure all your questions get answered.  4. BE AWARE THAT EYE CONTACT IS DIFFERENT One of the biggest issues that clients and candidates alike feedback to us is that the concept of eye contact when video interviewing has as slightly different meaning. Having real eye contact in a virtual interview is challenging, because it means that you are going to be looking at the camera and not at the candidate, which takes some adjusting to.  Top Tips: Train yourself to look at the camera when you are talking, as this will give the candidate more of that personal feeling.Avoid the temptation to gape at your image on the screen, or the candidate when  you are speaking. If possible, turn off your picture so that the only image that shows on the screen is that of the candidate – this avoids the very familiar desire to look at oneself.  5. AVOID DIGITAL DISTRACTIONS There’s only so much you can do to stop your child running into the room, or your partner forgetting you’re on an interview and heading to the fridge but you can control the digital interruptions. It is important that you give the candidate your full attention. If your entire process is virtual, these are the sole ways that the candidate has to judge whether this is the right opportunity for them – so remember that this is a key part of their experience. Turn off notifications: Interviewing on a computer means that you are more likely to be distracted by your emails, IM messages, we’d advise turning off your notifications for both emails and IMs and closing all unnecessary tabs. Turn your phone onto airplane mode or DND. Harnham are currently supporting our clients within the Data & Analytics space on running completely remote interview processes for candidates. If you're looking to hire we can help you optimise your process in order to get the best talent then get in touch with one of our expert consultants. 

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