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Recruiting for Analysts Panel: Ruth Smyth – RSPB, Shaun Williams –PDSA, David Dipple – Tangible Data, Ben Smith - Amnesty Session background: This session involved a short presentation by panel members and then workshops where different groups discussed their recruitment experiences, these notes come from both the panel members and the groups What competencies are needed? The groups were asked to share their top 3, these are listed in bold below: •Communication skills x 2 – especially the ability to lead a discussion and gather requirements •Analytical thinking •Diligence / professionalism This makes sure they can •Drive apply themselves even •Technical skills x 2 when the task is boring! •Understanding of charity fundraising •Understanding of stats •Ability to make sense of and translate data •Thirst, willingness to learn and ability to apply We discussed how •Don’t need to be too formally qualified but need application to business important charity •Numerical skills experience is – it helps •Attention to detail with the language needed •Individual and team worker but isn’t vital •Logical thinker •Time management / planning, responsiveness •Expectation management •Results driven – don’t get bogged down with the detail •Creative and forward thinking •Patience •Challenging, probing, inquisitive Some thoughts from the panel: •Problem solving Communication skills are the most important •Insightful Need to be able to communication with IT, finance & marketing •Data visualisation Make sure you don’t just recruit in your own image! •Flexibility / adaptability Shaun shared his top 7 tips for recruitment – see last slide… •Plain-speaking •Methodical •Caring & honest regarding work / mistakes •Ability to absorb knowldge Recruiting for Analysts What works well when recruiting? Shaun Williams said this has worked really well for PDSA due to their location I also talked to people over wine in the evening & the following thoughts came up: •Job descriptions don’t always match the job •If you’re lucky enough to have a team you don’t need every skill in one person •Asking about experience •Student placements •Networking – online sources, linked in etc •Testing skills e.g. how approach simple questions, whether understand marketing concepts •Using a good agency who understand the requirements •Picking a recruitment agency carefully David said his favourite question is to ask someone to •Another idea was to do more telephone interviews to check the candidate has the rights skills explain standard deviation as – also for candidates to phone employers because it makes a good impression if taking to a non-technical person What is challenging when recruiting? •Very small pool of people to recruit from •Getting someone with good communication skills I said David was scary! •Charity specific agencies aren’t always the best place to go •People looking good on paper & not in interview •The ‘unknown’ factor – candidate not knowing about job role, employer not knowing about skills & personality •Selling the role •Finding people with the passion and communication skills •Organisational fit •Prior charity experience We talked about how its •Replacing someone very respected / been there so long also very important to •Creating fair tests (short notice presentations) hang onto good people – •Changing nature of the role e.g. new analysis, web data David Dipple suggested •Steep learning curve in analysis because need to know how the organisation works shackles! •‘Specialist’ yet a broad skill set required •Varying analysis set-up within charities •Budget •Needing people with more than one skill Recruiting for Analysts - Shaun Williams’ 7 steps for successful recruitment 1. Conduct a Marketing/Fundraising situational analysis 2. Develop a clear understanding of the organisations needs 3. Design the analytical team structure around defined business needs 4. Build a skills/needs matrix to focus organisational requirements (Critical v Nice to have) 5. Consider your selection process & evaluation criteria 6. Develop your management framework 7. Consider YOUR specific critical success factors