As anyone in the data science realm will know, the demand for Data Scientists is increasing at a rapid pace. This is great for qualified candidates as they have more leverage when navigating the job market, but not so great for a large number of companies out there wanting to hire great Data Science talent.
The strongest data science candidates can often be faced with the decision of 3 or more job offers, which naturally lowers the success rates for hiring companies.
So, how do you make sure that your company is hiring the best candidates?
Regardless of whether you’re using a recruiter or not, you need to make sure that your hiring process is well planned out, suited to your business and is up for continuous evaluation and improvement.
A successful Data Scientist should display a range of skills both technical and soft; to be able to communicate with others the analysis of data sets and share insights at a business level. There’s a lot of competition amongst hiring companies right now to attract and win the best data science hires with a wide-ranging portfolio of skills, experience and examples of real business impact.
A lot of the time, you’ll find that there is much attention put into the technology side of data science. Undoubtedly this is important, but it’s just as important to get to know what prospective candidates have achieved for business in their previous roles, what context does their success come in and what problems have they solved through their use of data?
Being upfront with candidates about the role available is pivotal for finding the right fit for your company. Make sure candidates are aware of all the exciting projects they’ll be working on, who they’ll be working with and the end product you want your data science team to deliver. What impact will their data analysis have on your company? From decision-making to product development, you need to make sure the prospective candidate is entering into what can be a lengthy hiring process with the right skills. Not to mention, this will improve your success rate by guaranteeing that it’s the right match for both parties at the end of it.
When looking to recruit graduates especially, you need to make sure that your company is as present as possible within the hiring market. Graduation dates vary throughout the year and country to country, and it is not uncommon for larger companies to have a competitive advantage of doing on-campus recruitment drives throughout the year to secure the top talent. If you’re a smaller company, it might seem impossible to compete, but advantages like a wider range of project involvement and a higher possibility for progression are hugely appealing to the candidate market right now. You just need to know how to sell these advantages during the hiring process.
Most of all, there is a need for speed in the recruitment process. Hiring managers need to review CV’s as they come in real time and invite candidates to interview sooner rather than later to beat the competition. Your competitors are moving on candidates too! Time kills all deals and in this market more so than others, so make sure your recruitment process is a well-oiled machine.
If you’re struggling to hire the best data science talent and you need some support, get in touch to see how we can help!