What do taxidermy and marketing analytics have in common?
Seriously. I’ve been trying to figure this out for a few years. I was trying to hire a marketing analytics professional, yet somehow ended up with a resume from a taxidermist.
I thought I’d written an on-point job description. It perfectly depicted the skills and responsibilities required of the role. We had resumes rolling in! Unfortunately, those resumes weren’t terribly compelling.
So, where did I go wrong?
For one, my job description wasn’t all that engaging. It failed to get people excited about the opportunity they’d have to connect data and strategy, to educate their colleagues, to solve problems that would actually make a difference.
As a result, I wasn’t getting candidates who were excited about the opportunities ahead of them. Their skill sets also weren’t relevant, likely as a result of qualified candidates opting-out after realizing they didn’t have one of my “nice-to-have” skills.
All of this is why I’m excited to facilitate a roundtable discussion, “How to Structure a Winning Analytics Team and Recruit Top Analytics Talent,” at our upcoming Digital Marketing Conference in San Diego from May 10-12. This is a cool format – it gives you the chance to talk with other marketers about ways they’ve been successful in building and retaining their analytics teams.
We’ll cover a few key points:
How do I identify analytics talent?
What’s the key to writing a compelling job description?
Is there a best practice for nurturing and retaining analytics employees?
How do I figure out what the strengths of my analytics organizational structure are, and use those to my advantage?
Before then, I’d love your feedback to help shape the session. What particular challenges are you facing in building and organizing your marketing analytics teams? What do you wish you’d known before making analytics staffing decisions? How are you organizing your team to take advantage of its skillset?