If the last few years have taught us anything, it’s that flexibility is a key component to ensuring future success. But as we reassess what’s needed to make the most impact, there are three trends that come to mind, and though some have been in the works for years, it’s important to see how they fit into our world now.
While these three trends are across the board for any hiring manager or company, we’re looking at what it means for those in Data and Analytics. Now, that remote work, work from home, in office, and hybrid options are available, the world is open to anyone, anywhere. So, as companies build out their diversity initiatives and Data strategies, candidates are conducting due diligence with an eye toward job security, and the merging of skillsets to maximize the talent pool. So, let’s take a brief look at each.
When you think about hiring, the aim is to maximize and increase the talent pool, and one way to do that is to be flexible in your hiring requirements and expand the talent pool through diversity initiatives.
For example, a company’s diversity initiative is to hire more Latinx, so they look only for those who fall into that category. But, if the percentage is around one percent or less of the Data Analytics pool, and they don’t look beyond that pool, the strategy becomes unrealistic. There are a few things to consider such as who from within that market are already Data professionals, who have the right skillset for the role, who wants to make a move, and is willing to join the company.
Flexibility will go farther in increasing the size of your talent pool, rather than being focused on one specific market in diversity hiring. You can’t have the same requirements with half the talent pool and really say that you push diversity hiring unless you’re willing to be flexible to hire diversely.
CANDIDATES’ DUE DILIGENCE AND JOB SECURITY
Just because work arrangements can be flexible, doesn’t mean candidates are worried about job security. In fact, the last few years have put the job of carefully researching companies both legacy and startup in the hands of the candidates who are looking for steady, secure opportunities.
The economic slowdown has made candidates much more cautious and they’re doing more due diligence when looking for their next employer. For the time being, most employees want to stay where they are, and if they’re considering a move, they’ll dig deep into the financial situation, and are becoming much more selective.
Questions a candidate may ask themselves are whether a company is profitable. Does it have a good balance sheet? Is their any debt? Could they be considering layoffs soon and how might their role be impacted?
Most candidates, when there is a job offer on the table will have multiple job offers they’re considering; one of the biggest factors they’ll consider is the level of flexibility. Though the job of a Data Analytics professional is a head down job, there will be times they’ll need to come to into the office. If for nothing else than to establish rapport with the stakeholders and their fellow team members.
ONE FINAL THOUGHT…
San Francisco is a melting pot of talent and in the Bay Area, technology and forward-thinking, cutting-edge top of their game professionals tend to raise the bar slightly. Think of it this way, when you play on the best sports team in the world, you get better. Sometimes just being in the same area and having the ability to come into the office, can make it easier to have a greater impact.
But, that doesn’t mean everyone should be forced into one work arrangement or another. If we’ve learned anything in the last year or so, it’s this – If you don’t offer flexibility around work arrangements, you are never going to hire the best talent.
If you’re interested in Digital Analytics, AI, Data Engineering, Data Science, Machine Learning, or Robotics just to name a few, Harnham may have a role for you.