If so, you should love the infographic below. It shows – in a funny way – how to act to maximise the success out of data and analytics knowledge. If you are serious with data, you should be able to find the holy grail of Analytics.
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.
How to Evaluate the Skills of an Experienced Analyst
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…]
Only some months ago no one really knew or had ever heard of the job function Chief Digital Officer or “CDO”, at least in Europe this job function is quite rare. Nowadays more and more enterprise companies are starting to hire candidates for this position. What do you need to take care of when searching for a perfect fit? What to take into account when it comes to reporting and team building? Here’s some advice to get an integrated and recognized CDO into place.
Profile – What does this person need to be?
- We have seen a lot of new hires for this Chief Digital Officer position – so let us first have a look at the current candidates who took over this task.
- McDonald´s the CDO role is filled by a former General Manager of Kindle/Amazon
- At Axa Insurance the CDO was a former Global Business Development Manager at Colgate
- New York State hired a CDO who worked as CEO of a citizen journalism platform.
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…]
We’re hiring again at SwellPath, and that means a lot of resume reading and interviewing candidates. Our most recent hire is for someone with “1-2” years of experience, but we know that means we’re getting entry-level people. I thought it’d be good to cover some things that we like and dislike to see in the hiring process. Hopefully aspiring, or novice SEOs, PPC managers, and web analysts can benefit from these tips. This isn’t all inclusive, I’ve left out general tips (e.g. “have a firm handshake”), and just tried to touch on those that relate to SEM and analyst positions.
In the past we’ve placed importance on the LinkedIn profile, and asked candidates to submit it with their cover email and resume. Now we hire entirely through LinkedIn. We see knowledge of LinkedIn postings, and the ability to create a decent profile, as an indicator of an applicant’s social media savviness. If they’re not on LinkedIn, how are they going to understand how LinkedIn advertising fits into a client’s overarching digital marketing strategy? Make sure you have a complete and professional looking profile.
Twitter and Facebook accounts. If you haven’t heard of Rapportive, you should check it out. If you have EVER created a Facebook or Twitter account with the email address you’re putting on your resume, Rapportive will find it. Be conscious of the content in those accounts; many of us use tools like Rapportive these days. We like to see active social media accounts, and even better, a blog. Put the links on your resume. It shows you understand the space, and the importance of content. Own the search results for your own name? Even better.
Finally: PDF your resume. It shows you understand how to generate a professional looking document, which you’re going to need to do almost every day in your desired position.
If you’re applying for an entry-level SEO position, you should read everything SEO related by Rand. For analytics: every Avinash post. Read other blogs about industry news, tactics, best practices (like this one you’re reading now). My SwellPath co-founder and I joke that if you haven’t become an “expert” in two years in search or analytics – you must not be able to read. Not entirely true, but there is a wealth of information out there that you should be sucking up. Know the experts in the space, and read their material. Even if it is over your head, you should spend some time pushing yourself and reading up on advanced tactics. Be prepared to reference it. I don’t care if you can’t explain things perfectly; knowing that you want to learn, and you’ve been able to find the places to learn, shows a lot.
If you don’t know much about code, servers, and the technical side of our business: take some intro courses on web development, web design, and web hosting (for SEO). The web courses that are a few hours on Lynda.com or something similar. They don’t cost much. I can’t emphasize how much of a difference it makes when someone can speak to a certain depth about the technical side of things. We know we can try to teach you this stuff when you come onboard, but if you haven’t learned much of it yet, we almost always feel there is a risk that it might not be something you can learn. You might be the kind of person that just can’t understand that kind of material well. If you aren’t that kind of person; think hard about whether this is the best career option for you.
Be prepared for some tests. We have some of our team interview potential hires, and they all have their “tests” for the candidate. “What would you do to optimize this site?” “How would you begin to analyze the effectiveness of this page?” etc. It isn’t about the answers (well, kind of) but as much about how you work through a problem. Don’t get nervous about the details – we know we’re smarter than you at this stuff.
Follow up with the standard emails, but then follow us on Twitter, like us on Facebook, etc. Again, it shows you care and know the space. If you don’t get the position, follow our blog and read up on what we’re talking about. If another opportunity comes up, you’ll be happy you kept current with our happenings. Don’t hesitate to ask why we chose someone else also. We’ll be straightforward about things like “we didn’t think you had a good grasp on the technical side of SEO.” Take that feedback and work on your weak points.
Hopefully these tips help those out there looking for their first search or analytics position. When you land that position, and your company sends you off to SES, MozCon, eMetrics, etc. – you can find me there and buy me a drink as thanks.