Analytics, Mobile, Social Media and Digital Marketing Strategy
When I first started with Jump and WAW almost 4 years ago, I had no idea what “analytics” was or what it meant. In my 3 interviews for the company, I nodded my head wisely whenever the subject came up and somehow made it onto the team … and then was catapulted head first into a world I had no idea even existed!
April is one of WAW’s long term bloggers and one of the first bloggers I had the pleasure of working with.
We’ve been lucky enough to work with Ralf Haberich for a few years now and a few months ago he moved from his CCO position with Webtrekk to become the new Managing Director at CRM Partners AG.
We felt it was a great opportunity to catch up with Ralf and pester him with questions about analytics, the c-suite and how he feels the two go together, as well as get the inside scoop on his new position!
I finally got around to reading Simon Sinek’s book: Start With Why (highly recommended, if you are interested in understanding why certain individuals and organizations are very successful while others are not despite doing and selling similar things).
I’d like to talk about how his findings can apply to Digital Analytics, especially when you are looking for an opportunity in the industry (this can be applied to any industry, I guess).
In my last article Hiring for Digital Analytics, where I discuss traits to look for when hiring candidates who are new to Digital Analytics, today I thought I’d share ways to evaluate if an analyst is ready for a more experienced position, such as a Sr. Analyst or leadership position.
Many candidates in the Digital Analytics community tout their years of experience, when in fact they have little digital analytics experience and application under their belt. It’s unfortunate but companies will often hire these individuals only to find out later that they’re not equipped for the position. Below are some ways to learn if candidates are ready to move up in a Digital Analytics position.
Hiring someone with the right amount of experience in Digital Analytics can sometimes be delicate. The hiring manager needs to know the amount of experience required for the position and have a keen eye for recognizing when someone is suitable for the job. [Read more…]
During a time when marketers heavily rely on data to make informed decisions, the digital analytics community struggles to hire qualified talent which is in high demand. The role of a digital analyst is still relatively new when compared to careers in Law and Accounting which have been around for decades. Analytics is still trying to figure out standardization, let alone educate in a field that needs process and consistency.
So how do you hire for a role that is so important and plays an integral part in helping executives make key business decisions? Take a chance on candidates new to the industry! There are other ways to learn if a candidate will suit the role as a new analyst.
Check out these key traits for hiring candidates with little to no experience in digital analytics and stay tuned for my next post about hiring candidates for leadership positions in the industry. [Read more…]