The Perfect Fit

Senior Manager, Digital Analytics and Insight #16018

This isn't packaged goods. It's a much bigger challenge than that. With our client you're making a real difference in people's lives, starting with your own. Join us and start doing the most important work of your life.  You’ll be joining a world class team of smart, passionate and dedicated co-workers who will support and help you in every way.

Our St. Louis client is interested in hiring an analytics tester, analyst capable of creating and/or utilizing metrics in support of customer satisfaction and engagement.   This Adobe/Google Analytics Guru will be a critical member of the digital strategy team; a highly visible team within the organization and an integral part of our client’s growth strategy. This team is responsible for driving revenues by offering clients a suite of analytics products, including tracking, dashboards, insights, predictive analytics, and marketing attribution. We leverage data mining and machine learning algorithms to translate data into actionable insights.  

We are looking for a Data Nerd that can translate numbers into a story and a Google Analytics expert with experience presenting to a senior executive audience. You be responsible for setting up analytics tracking, developing an analytics roadmap, and presenting insights to clients. If you are looking for a challenge and want to be in the forefront of the digital analytics space, this role is for you!

Responsibilities:
You’ll be a leader of analytics engagements with product managers, by assessing and improving the customer experience, working with technical teams to ensure proper tracking, and analyzing data to present relevant recommendations to product teams.

Disruptive Technologies and Talent Acquisition

We know that as the workforce gets younger the confidence in and use of technology is second nature.  Millennials and "Mobile" is frequently said in the same breath.  Mobile is becoming more ubiquitous than desktop computing and will overtake it quickly.   Utilizing elements of the mobile technologies for talent acquisition and HR responsibilities is essential.  It's no longer a "nice to have", it's critical! 

Millennials aren't the only ones with multiple smart (and mobile) devices.  Everyone's got one, and many have more than one . . . those employers who are shackled with legacy IT and HR systems are simply not going to be able to compete . . . and soon!  This is the first time in history that the technology for personal use has grown more quickly and become more sophisticated than commercial technologies have.

One of the most disruptive changes taking place today is the emergence of mobile apps as the primary technology platform we use. There are now more than two billion smartphone users on the planet. Mobile Internet growth increased by 69 percent in 2014, and over half of that mobile traffic is now video.

Research shows that most people are spending over five hours per day on the Internet and half of that time is spent on mobile phones. It follows that to reach employees where ever they are (including a contingent workforce working remotely), companies  need to “appify” their HR tools and tactics.  Regardless of the generation, employees expect the same experiences at work that they receive at home.

The Rejection Letter, Email or Phone Call

Nobody ever wants to receive it . . . for anything!  I don't like writing them.  I really dislike receiving them. I don't like calling candidates that I've established a relationship with and telling them that our client has decided to go with another candidate.  It's one of the worst parts of my job.

Since having to say no to people is part of what I have to do,  I try to do it with respect and understanding.  I try to give reasons why our client has picked one candidate over another.   While it's especially difficult in the later stages of a search, when my candidate knows that they're a finalist,  it can be equally difficult in my response to a first inquiry.  I feel like I have to be delicate enough to be sensitive, but thoughtful enough to let the candidate know that I've considered their candidacy.  I always re-confirm in my own mind that there are good reasons why a particular candidate is not right for my client.

Because I've been in the St. Louis market for so long, I know a lot of people.  When someone gets terminated, or "downsized" or laid off (call it what you will) I'm often one of the first people contacted, especially if I happen to be working on a St. Louis marketing or advertising position that the candidate feels like they're "the perfect fit" for.  It's not easy telling a friend "no".  Especially when they believe themselves to be qualified for the position.

Rejection is part of the business.  It doesn't have to be fun.

I originally wrote that post on November 17, 2008!  I think my attitude about telling someone "no" or "rejecting"them has changed a bit. I think it comes with more experience.  To be sure, I still don't enjoy the activity, especially the phone call.