So, we’re hiring. I don’t tell you that because I’m sharing a job posting here (that’s here), I tell you that because building a strong market research department that is
has been top of mind recently.
To that end, I’m quite excited to attend the “The Next Generation Researcher: Skillsets, Interests & Backgrounds To Look For and Nurture” interactive discussion hosted by Intel at TMRE…which is next week!
What goes through my mind when hiring is likely similar to what goes through yours. Questions like:
- - What’s the makeup of a department that will drive the business forward?
- - What skills must a candidate come to the table with, and for what skills are we willing to offer training?
- - What industry experience do the candidates have that is transferable to the industries in which we work?
- - Are we going to ask this resource to hit the ground running, or are we going to give them a longer lead time to get up to speed?
I’m on the client/corporate side, so do you think my criteria for hiring are different from hiring managers on the supplier side? John Hilland of Mindwave Research has a great interview with Cameron Cramer, owner of Marketing Intelligence Professionals that addresses that question.
It’s worth a read as he posits that supplier-side research hiring managers are more risk averse and want more immediate contributions from new hires, versus client-side hiring managers who are more inclined to hire someone who can “grow into” the position. Do I agree with Cramer? No, I don’t. In these times where we’re all doing more with less, being able to hit the ground running is imperative.
That said, we all should be considering what training programs are in place when considering what skills can be trained versus what skills a candidate needs to bring to the table.
A recent study by Best Practices, LLC highlighted that “70% of surveyed market research executives acknowledge that “soft” intrapersonal skills such as negotiation and “listening” are critical competencies for market research professionals - yet most organizations do not have training programs nor systems to monitor and develop these skills in their market research staff.”
While I (think I) have all the answers for hiring for my department, I’m excited to learn from my peers at TMRE regarding what skill sets, interests and backgrounds they are looking for in their new hires. Hope to see you there!
More about Katie: Based in Portland, Maine, Katie manages the market research team at Diversified Business Communications. She has worked with companies large and small and in industries such as seafood, 3D laser imaging, software, fragrance, finance, and entertainment to help them move the business forward through actionable insights derived from market research. She is passionate about bringing the’Voice of the Customer’ inside the organization. The opinions expressed here are her own and not those of her employer.
If you’d like to join Katie at TMRE 2012 this November 12-14 in Boca Raton, Florida, register today and mention code TMRE12BLOG and save 15% off the standard rate! For more about this year’s program, download the agenda.