Effective Strategies for DA&AI Hiring

Companies and organisations face issues daily when it comes to hiring efficient leaders for their D&A or AI departments. Even though there seems to be an abundance of people to choose from, the lack of standardisation in job descriptions and role duties, along with the salary package can cause a complications and confusing recruitment journey.

The difference in job titles and job descriptions from company to company is one of the major problems. Let’s say company A is looking for a Head of Reporting, a title that is becoming quite uncommon, one might find that the same skillset as a Head of Reporting is also the same as Head of BI, Analytics, Management Information or Data Visualisation. To further complicate the matter, some businesses use more broad titles like Head of Data or Head of D&A, but the responsibilities and aims of these roles can really vary. For example, of Head of D&A’s job role might contain more reporting duties whilst another title might include data engineering or AI planning.

The lack of uniformity across the board makes it very challenging for in-house recruiters to find and hire the correct employees. A great mix of people and experiences can apply to a job posting, some relevant, even more, less relevant, all because the recruitment team may not be too sure what it is they are looking for exactly. Pinpointing exactly what the role requires can be hard especially if the in-house recruiters do not specialise in the D&A industry.

To be able to get the hiring process done correctly, companies need to think about the strategy they are going to use. There are four important aspects of this:

1. Market Knowledge and Expertise: Knowing the industry trends, and role evolution, along with the specific requirements of the company.
2. Access to Talent: Creating a talent pipeline in preparation and establishing relationships with potential candidates, and by doing so maintaining an active industry network.
3. Engagement: Knowing how to approach various people and showcasing different parts of the role that may attract the right candidate
4. Assessment Framework: Make sure they are the right person for the job by evaluating their technical, business, and leadership knowledge/skills. Through proper assessment and evaluation, this can be determined.

Still, a great deal of companies use reactive hiring methods, whereby they post the job ad and expect the right person to apply. Usually, a lot of people will apply that seem like the perfect fit on paper but may lack the skillset required. This can make the search long and tiring.

On the flip side, the way to go would be to use a proactive search method. By using the four steps mentioned above, the search for the right candidate can be easier and more efficient. It also makes sure that companies can stay ahead of new trends and remain competitive.

With the right approach and by making use of proactive strategies to manage the hurdles of hiring, businesses can hopefully deal with the lack of standardisation in DA&AI roles.

Sophie is our Head of Marketing. She has a wealth of experience in marketing and communications, having driven strategic initiatives and managed direct communications.

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