how to recruit data scientists without paying top dollar

The Critical First Step in Building a Data Science Team

A common pitfall for organizations attempting to assemble a data science team is a flawed initial step: the creation of the job posting. These errors have become more pronounced in the context of the COVID-19 pandemic.

The demand for skilled professionals in artificial intelligence and data science continues to rise, significantly influenced by the economic consequences of the pandemic. Consequently, many employers struggle to locate suitable candidates, let alone progress them through the interview process or secure their employment.

The Primary Impediment to Successful Hiring

What constitutes the most significant barrier to their success? Based on our observations, it is frequently a job posting that lacks clarity and impact. With the complete cessation of in-person recruitment activities due to the pandemic, the effectiveness of a job posting is now paramount.

Previously acceptable shortcomings in job descriptions are now proving detrimental to hiring outcomes. A well-crafted posting is no longer simply desirable; it is essential.

At The Data Incubator, a firm specializing in data science training and placement, we have assisted numerous companies in building successful data science teams. It is disheartening to witness strong organizations inadvertently diminish their appeal through ineffective job postings.

Avoiding Common Pitfalls in Job Posting Language

Organizations often rely on overused and generic terms, describing themselves as “cutting edge,” “creative,” “collaborative,” “data driven,” “passionate,” or “insightful.” A quick search on platforms like Indeed reveals a multitude of such uninspired postings.

Alternatively, some postings are laden with industry-specific terminology that may not resonate with candidates unfamiliar with the field. This can inadvertently exclude potentially qualified individuals.

A Framework for Effective Job Postings

To simplify the writing process and maximize impact, we advise our clients to categorize their competitive advantages into three key areas: compensation, mission, and tech.

A clear understanding of these strengths is crucial for effectively promoting job opportunities and attracting top talent. Only through this focused approach can companies successfully market their openings to the right candidates.

By focusing on these three pillars, companies can create job postings that accurately reflect their value proposition and attract a higher caliber of applicants.

Remuneration Strategies

A competitive compensation package is crucial for attracting talent. Managers must advocate for appropriate salary ranges for their data science positions. However, budgetary limitations can present significant challenges, particularly when competing with the financial resources of the tech and finance industries.

When substantial budgets aren't available, alternative strategies are necessary. One effective approach is to explicitly state the compensation offered in job advertisements.

For employers unable to match the highest salaries, transparency regarding remuneration expectations is beneficial. This prevents wasted time for both the employer and potential candidates who might be unsuitable due to financial constraints.

Conversely, if an organization *can* offer premium salaries, it’s vital to communicate this effectively. Companies build reputations regarding compensation. Without actively signaling a commitment to high pay, qualified applicants may presume lower salaries and refrain from applying.

While listing salaries can be contentious, recent data suggests a strong preference for transparency. A SHRM survey revealed that 70% of professionals desire upfront salary information.

Furthermore, Glassdoor.com indicates that salary is the primary factor for 67% of job seekers. Considering these statistics, employers should seriously evaluate increased openness about compensation to streamline the hiring process and avoid unnecessary frustration.

The Benefits of Transparency

Being upfront about salary ranges offers several advantages. It allows candidates to self-select, ensuring that only those aligned with the offered compensation proceed through the interview process.

This focused approach saves valuable time and resources for the hiring team. It also fosters a more positive candidate experience, demonstrating respect for their time and expectations.

Signaling Competitive Pay

For companies capable of offering top-tier salaries, actively promoting this fact is essential. Simply *having* a generous budget isn't enough; potential employees need to be aware of it.

This can be achieved through detailed job descriptions, company branding, and proactive communication during the recruitment process. Highlighting benefits packages alongside salary can further enhance the appeal of the position.

The Growing Need for a Strong Company Mission

The shift to remote work, accelerated by the COVID-19 pandemic, has led to increased feelings of isolation among employees. Even as the pandemic subsides, the prevalence of work-from-home arrangements suggests this isolation will persist. Consequently, organizations must prioritize clearly defining and communicating their core mission to foster employee engagement.

This emphasis on mission begins even before employment, specifically with the crafting of job postings. Highlighting the company's purpose within these postings is crucial for attracting the right talent.

The Impact of Purpose-Driven Work

Employees who feel a strong sense of purpose in their work report significantly higher levels of fulfillment – a 64% increase, according to recent studies. Furthermore, Deloitte research indicates that these employees demonstrate 40% greater retention rates.

Therefore, prioritizing candidates whose values align with the company’s mission can be more effective than attempting to motivate those who lack that fundamental connection.

A Case Study in Job Posting Revision

I was recently asked by a hiring manager in the life sciences industry to review a job description for a data science role. Despite months of effort, the position had remained unfilled.

The initial draft, created by the HR department, lacked specific details and relied heavily on generic corporate language. It featured phrases like “unique opportunity to change lives” and descriptions of a “diverse and inclusive” environment offering “professional growth,” “outstanding benefits,” and “intellectual excitement.”

From Vague Platitudes to Compelling Details

While these qualities are desirable, their overuse renders them ineffective. Such corporate jargon often leads to applicants skimming over crucial information, resulting in a missed opportunity for both the employer and the potential candidate.

Collaboratively, we revised the job description to include a concise explanation of the underlying science and the potential impact on a vast patient population. We also expanded the section detailing machine learning aspects, emphasizing access to unique datasets.

Crucially, we removed the corporate clichés and overly technical jargon, replacing them with compelling takeaways specifically designed to appeal to data scientists. The resulting, more focused job posting generated significantly increased interest from qualified applicants and ultimately led to a successful hire.

Key Takeaways for Effective Recruitment

• Articulate your mission: Clearly define and communicate your company’s purpose.
• Focus on impact: Highlight the potential positive effects of the role.
• Be specific: Avoid vague language and provide concrete details.
• Target your audience: Tailor the job description to appeal to the desired skillset.

The Importance of Technology in Attracting Data Science Professionals

Data scientists, much like other technically inclined individuals, are fundamentally motivated by a continuous pursuit of skill enhancement. Many view themselves as skilled artisans, a perspective aptly reflected in the title of Etsy’s engineering blog: “Code as Craft.” Organizations seeking to attract top talent should emphasize the opportunities for skill development offered through the use of leading-edge tools and exclusive data resources.

The drive to acquire new skills isn't simply a matter of following trends. Investing in the appropriate technologies can yield significant financial benefits. Candidates carefully consider their career trajectory and prioritize learning skills that are broadly applicable and highly valued within the industry.

For example, a position utilizing Tensorflow, Google’s widely adopted open-source deep-learning library, is considerably more appealing than roles employing less prevalent alternatives. ZipRecruiter data indicates that positions requiring Tensorflow expertise offer an average salary $29,000 higher than general data science roles.

The selection of a technology stack has a direct impact on the competitiveness of job opportunities. If your organization has adopted a “must-know” tool, actively promoting this fact is crucial.

The Role of Open Source

Open-source software is a significant factor in attracting potential employees. The data science landscape is largely constructed around open-source tools. Data scientists prefer not to have their productivity constrained by costly software licenses or inflexible, proprietary systems that limit customization.

Leading companies not only utilize open-source resources but also contribute their own technologies and tools as open-source packages, as demonstrated by Google with Tensorflow. This approach appeals to data scientists for both altruistic and self-serving reasons.

Data scientists are often motivated by a genuine desire to contribute back to the community that supports their field. Simultaneously, open source provides a valuable platform for showcasing their skills while employed, as much of their work remains confidential.

Regardless of the underlying motivation, highly sought-after data science professionals actively seek out organizations with a robust open-source culture.

Job postings should prominently feature contributions to open source and highlight opportunities for candidates to participate in open-source projects. Furthermore, actively maintaining a Github page to showcase these contributions demonstrates a genuine commitment to the community.

Beyond Compensation: Mission and Technology

Hiring managers frequently express concern about lacking the prestige of a company like Google or the financial resources of a prominent hedge fund. However, as demonstrated, a compelling mission and a strong technology stack can be equally powerful motivators.

Providing concrete, verifiable details, rather than vague statements, is essential in showcasing the strengths of a job opportunity. Transparency builds trust and attracts qualified candidates.

Often, HR professionals lack the confidence to articulate the company’s technology stack, and sometimes even its mission, particularly within technical domains. Effective collaboration between HR and data science managers is vital for crafting job descriptions that resonate with data science professionals.

The importance of well-crafted job postings will only continue to grow, especially with the rise of remote work. The decentralized workplace is becoming increasingly prevalent, emphasizing the importance of virtual hiring and a compelling job description.

To remain competitive in the global talent market, companies must excel at creating effective job recs.