The Art of Changing Jobs



So you are thinking of changing jobs? Whether you’re looking for Credit Risk jobs, roles in Analytics, Data, Modeling, SAS, Insight, Data Management or Marketing Analyst jobs, we’ve got some tips for you.


Why do you want to change roles?

First things first, before you go anywhere near updating your résumé or contacting recruiters, consider the reason you want to change jobs. If you like the one you’re in but want a pay rise or more responsibility – could you negotiate these rather than move to another company? We seriously advise you not to start your job search unless you really do intend to leave your current job.

Only when you feel there is no alternative should you start your search. Why do we say this? Simply because getting to the end of the recruitment process with a new company and then accepting a counter offer with your employer can be one of the most damaging career moves you can make for three very different but equally detrimental reasons.

Firstly, because the new company will feel you have completely wasted their time and money going through the process with you and that you have purely used them to get a pay rise, and secondly, your recruitment consultant will feel exactly the same.

Thirdly, your current employer will generally feel you have been disloyal and potentially greedy and someone they may need to watch in the future which means that future career prospects with your current company could be compromised. So this scenario can be a lose/lose for all four parties, including you!

 

So you're ready to change job

If your intentions are serious in moving to a new company, what should the next step be? Preparing your résumé is first and foremost – and remember to create different versions for different jobs, emphasizing different key skills you have to offer to different types of employer, (see our résumé advice for more detail).

Set objectives early on with regard to the salary you want to achieve, the location you want to work in and the minimum role requirements you will consider, and stick to them. If a consultant or potential employer tries to persuade you otherwise and make your choice of new job for you, you can stick to your guns and make sure it is you making the decision on your next career step.

Next is to plan your search and also set aside some time for interview availability. Decide on the type of role you will consider and the sort of organization you want to work for, once you’ve got a clear idea of these then approach your chosen recruitment consultants.

It is not always possible but consider booking some time off, so your consultant can work towards organizing interviews for you at convenient times. We would also always avoid searching for jobs in the run up to holidays, or if you are in the middle of any intensive or deadline critical work projects, personal commitments such as attending training courses, as good jobs may well come up and you will be unavailable for interview and miss out!

 

Be selective about which recruitment agencies you work with

It really is worth considering which recruitment consultancies would be best for you and your search. It is best to pick one or two you know have a good reputation and market coverage and only add to these if, after a few weeks, you are not happy with the opportunities being provided. This will also ensure you avoid loads of agencies calling you all day, everyday trying to set things up.

It can be very obvious to your current employer that you are looking for a new job if you suddenly start to receive a high volume of ‘personal’ calls and attending to these is also very time consuming.

In the world of Data and Analytics, it’s a candidate market right now but that doesn’t mean companies will wait for ever for your decision if they offer you a job. By the same token, no company that you would want to work for should demand an immediate answer on a job offer - a respectable decision time is up to 48hrs. If you experience companies wanting an immediate decision, be very dubious, sometimes it can be a sales tactic from a recruitment consultant (internal or external). Would any company worth its salt really want employees that they had coerced in to taking a job? A respectable employer will want the decision to be the right one for their new employee – and will give you the time to consider everything fully and make an informed decision.

 

You've got the offer - now what?

Any longer than 48 hours though and an employer may get cold feet  - if you want a job you don’t need longer than that to look through the contract and consider all the options regarding salary offered, travel, work-life balance and anything else that is important to you regarding your working day. If you are delaying, there is a reason and normally it is because the role is not what you really want, or perhaps you are waiting on another potential offer before you choose? It is also reasonable to assume that the employer normally has other strong candidates who made it to final stage interview and they don’t want to risk losing them and starting the whole recruitment process from new.

Last but by no means least, you need to make sure you don’t end up with no job at all if an offer doesn’t materialize that you thought was a sure fire certainty. Don’t hand your notice in until you have something in writing from your new employer that you have signed and sent back.


Harnham 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 News & Blogs portal or check out our recent posts below.

Data Engineers: The Workers Behind the Curtain

We’re halfway through the year and our salary guide is out. If you wonder where you are, where you’re going, and if you’re a business, how you’re going to get there. Well, then, you’ve come to the right place. Articles have touted Data Scientists as the “rock stars” of the 21st century, but even rock stars need their managers and roadies. Who else will build the stage and plan the tour? And in the world of data, it all begins with the Data Engineer, laying the groundwork, the foundation, and the framework. These are the stars behind the scenes who make it possible for Data and Data Scientists to be front and center. Send a Data Engineer Over As prevalent as Data has become in our lives and as its importance grows, there remains the challenge of Data Management. If you don’t know why something is built or how to navigate the structure, the Data you do receive may not make much sense. Your guide in this journey is the Data Engineer, one of the most important pieces of your Data Management puzzle.  These highly skilled and sought-after professionals should not be confused with a Software Engineer, though some elements may be transferable between the two. The building blocks to put massive amounts of Data into a scalable system both reliable and secure takes a unique set of skills.  Humans at the Helm as Skills Shift  As much as we depend on Data today to help determine actionable insights for our business and as much as we hear about the rise of machines in the form of Artificial Intelligence, Machine Learning, and Deep Learning, it is ultimately humans who are at the helm.  It is the people behind the curtain of Data who will build it, run it, and make it work. It is also people who are typically the biggest costs in a project. Finding the balance and ideal candidate, the right person with the right skills for the job, is critical to success. And if you’re starting from the ground up, Data Engineers who can work with the core tools of databases and Spark, for example, will see their opportunities grow.  In our Salary Guide for 2019, we learned one of the skills most sought after by companies today is knowing AWS/Azure and moving Data Lakes into the Cloud. Small businesses and startups are moving to the Cloud to help them scale their Data, but someone still needs to lay the groundwork, whether it’s for the small business or the public cloud providers. Data Engineers are in high demand and it doesn’t look as though things will be slowing down anytime soon. The field is slick with potential. The Time Has Come for Transparency Data is binary gold and, with enough of it, you can read or estimate the mind of your customer or you can wreak havoc on someone’s life. Just a year ago, the European Union put into place rules and regulations as well as financial consequences for poor Data Governance under the General Data and Protections Regulation Act (GDPR). Though the U.S. doesn’t yet have a similar law, there are still plenty of mandates to be aware of by states, unions, and countries.  One Final Thought As roles and technology evolves, it’s important for businesses, employees, and stakeholders to evolve as well. Whether that means making sure to implement practices for Data transparency or upskilling and reskilling your workforce to keep up or simply knowing the trends of forward-thinking companies to scale your own business. Data fuels digital innovation and organizations who are prepared to find solutions will benefit. Want to know what else is trending in big data? Here are a few trends in Big Data forward-looking organizations should look out for in this year and toward the next. Are you a business who knows you’re ready to scale up and hire a Data professional? We have a strong candidate pool and may have just the person you need to fill your role. Are you a candidate looking for a role in Big Data & Analytics? We specialize in junior and senior roles. Check out our current vacancies or contact one of our recruitment consultants to learn more.  For our West Coast Team, call (415) 614 - 4999 or send an email to sanfraninfo@harnham.com.   For our Mid-West and East Coast Teams, call (212) 796 - 6070 or send an email to newyorkinfo@harnham.com.

A Data Engineer is a Unique Blend of Data Professional

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The Harnham 2019 Data & Analytics Salary Guide Has Arrived

We are thrilled to announce the launch of our 2019 Data & Analytics Salary Guide. With over 1,500 respondents across the USA, this year’s guide is our largest and most insightful yet.  Looking at your responses, it is overwhelmingly clear that the Data & Analytics industry is continuing to thrive. This has led to an incredibly active market with 72% in the US willing to leave their role for the right opportunity.  Salary expectations remain high, although we’re seeing that candidates, on average, expect 10% more than they actually achieve when moving between roles.  We’ve also seen a change in the reasons people give for leaving a position, with a lack of career progression overtaking an uncompetitive salary as the main reason for seeking a change.   There also remains plenty of room for industry improvement when looking at gender parity; the US market is only 23% female, falling to 17% in Data Engineering roles and 16% in the Data Science space.  In addition to our findings, the guide also include insights into a variety of markets and recommendations for both those hiring, and those seeking a new role.  You can download your copy of the guide here.

The Landscape Of The Emerging Biotech Industry And Data Science In HR

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And with the average recruitment process averaging 71 days, the name of the game is “don’t delay” for your perfect candidate may have already moved on to something else. Engaging and motivating staff Think of your employees as internal customers. Engage with them as you would any customer, and make your employee a partner in your vision. Now, it’s easier than ever to measure, improve, and boost employee satisfaction using available data and analytics options. Making learning and development more effective Learning has become a highly personal, adaptive tool offering course selections. Because online courses are so prevalent, it’s much easier for an employee to learn a new skill without time and expense away from the office. The digital transformation of this space shows how data can be used in corporate learning and professional development opportunities. This is where you’ll want to focus some of your energy should you need to upskill or reskill your employees to keep up with demand. Are you a business who knows you’re ready to scale up and hire a data professional? We have a strong candidate pool and may have just the person you need to fill your role. Are you a candidate looking for a role in big data and analytics?  We specialize in junior and senior roles. Check out our current vacancies or contact one of our recruitment consultants to learn more. For our West Coast Team, call (415) 614 - 4999 or send an email to sanfraninfo@harnham.com.  For our Mid-West and East Coast Teams, call (212) 796 - 6070 or send an email to newyorkinfo@harnham.com.

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