What’s new, Analytics?

To decide or not to decide, and most importantly did I make the right call? Would it not be easier to have your decisions backed by data?

This is one of the key elements our Data-, Product & Analytics-Teams are engaging with daily. Currently this team consist of Albanit, Maša & Mia who are constantly on the lookout for amazing talent for clients like PwC, NorgesGruppen, Bertel O. Steen, and many more.

Today we had a brief talk about their area of work, predictions on the market, current difficulties and chances that might arise soon.

What is it exactly your Team is working with, can you give me a quick rundown?

Albanit: “We mainly work within Data-analytics and architecture. But of course, we have variations within those sectors. We can recruit for digital transformation positions, CRM, product managers, and more.”

Mia: “I also work on some developer positions, more technical candidates compared to Albanits and Masas profiles.”

Albanit: “Yes, most of our positions are a strong mix between technical and strategical profiles.”

Maša: “Also finance. That’s a market I recently engaged with a lot.”

You are working with a fair amount of consultancy companies, how come there is such a high demand for technical analysts?

Albanit: “It is because of the shift the economic and business world is in. Everything is driven by data and getting more and more digital. Companies and people in charge want to use data to a high degree to make decisions. Predicting changes and the market is easier with a high demand of data available.”

Mia: “As Albanit said, companies are becoming more data driven. They need to hire a lot of new people to be on track. I feel we are working on a lot of positions that were previously filled with consultants and now companies want to have this talent in-house.”

Compared to our other teams most of your clients are not in the start-up phase anymore. How does this change the way you are working?

Maša: “It makes it easier in some ways, harder in some. Those companies are more established, therefore it is less risk involved for the candidate. The economic situation drives people towards known and mature companies. On the other hand, people like to join a work environment with opportunities of ownership, that is something we cannot always offer for our candidates. Also, the possibilities to move up in a company’s hierarchy can and will arrive sooner in a small company or in start-ups.”

Albanit: “It is also mentionable that the workplace in a start-up normally provides more freedom. A high amount of home office or flexible working time is something that is harder to come by in big and established companies.”

Maybe just an add on to the previous question, have the market changes affected your area of work? Or has it been more stable working with more settled companies?

Albanit: “That is always changing. When I started to work at AvantGarde a lot more candidates wanted to join a start-up. Now it changed a bit, and it will change again in the future.”

How do you assure to continue delivering high quality candidates towards your clients in such competitive times?

Maša: “It’s a struggle, haha! But I call a lot of friends and contacts to get a personal referral for each position.”

Mia: “You must be agile, super quick. We need to adapt the process towards each candidate and client. Some or most of the candidates are in several processes. Urgency is key.”

Albanit: “Every time I contact a possible candidate, I assume that they are either already in a process or just recently have been contacted. That is why we use a lot of time to find the right profile instead of randomly contacting people who seem are a fit on paper.”

Which positions are the toughest ones to fill right now and what kind of talent is rare?

Mia: “Developers and Architects.”

Albanit: “The more technical, the trickier! But it is generally tough and challenging to find candidates with a good mix of technical and strategic knowledge. Not a lot of people in the first place who would even fit. On top of that most employers want and need candidates that have not only the knowledge, but also work in the same area before.”

What tips do you have for companies and your clients to secure those star candidates?

Mia: “Try to be more open about education. There are a lot of high-quality candidates out there that are self-taught. Look further then only their CV.”

Albanit: “Again, urgency! We have lost some star candidates because of time used in the process. It is also important to provide candidates a working environment where they can learn from their colleagues and where they will be challenged.”

Maša: “I feel that the initial talk in the hiring process is super important. It provides not only the hiring company a first glimpse, but also gives the candidate the chance to see if it is a personal fit. Therefore, I always suggest being more than one interviewer in the first talk. This provides different views and gives the candidate a bigger chance to connect with you.”

With the constant need for talent, how do you foresee the future of the Data, Product & Analytics market?

Mia: “There are so many exciting things happening. I think data will be even more valuable for decision-making and growth in the future.”

Albanit: “All I can add is that the demand for talent will only be increasing.”

Thank you for your insight and for finding some time in the midst of all the Christmas hurry and stress.