Interviewing for a job is demanding, no matter if this is your first job or you’ve switched what feels like 100 times before. Knowing how to prepare, how to act in the interview and what to do post-interview can all feel like too much. And with more and more companies switching to remote market research jobs and interviews, there is another level of complication to things. When interviewing, should you approach it like it’s the same as it’s always been or is it something completely new? Is there a right way to interview? While there may not be, we believe there are some things you can do to ace an interview; it’s never too late to change up your strategy.

Prepare, Prepare, Prepare

Research the Market Research Company

Set aside time before the interview to research the market research company’s hiring process, the role, and people in the company. Sometimes, all you have access to is the job description. Read it. Make sure you fully understand the job you are interviewing for and how you’d be a good fit for the role. You may not know what the company is beforehand, especially when working with a recruiter, but if you do, research that company!

Why Are You Looking for a Role?

It’s okay to be looking for a new role in this booming job economy. Be comfortable with sharing why you are looking; whether you’ve been laid off, you’ve taken off and you are coming back after time off or you are just exploring your options, be ready to talk about it and tell your why.

During the Interview Phase:

When you are in person, it’s easy to know why to be early – you need to be able to park, get to your interview, and not be too stressed or frazzled because you were running around. The rules change however when you are doing an interview virtually. It may seem easy to just get online at the time of the interview but being early is still critical. 

In Virtual Interviews, Make Sure to:

  • Check the meeting time and check again.
  • Give yourself time to prepare your lighting and background.
  • Make sure your internet connection is solid.

You want to make sure you are entering the interview at the correct time – this means checking the timezone – and that the space behind you is free of clutter and distractions. Otherwise, the interviewer may be more concerned about your surroundings than what you have to say. One great way to combat this if you don’t have a good clean wall is to turn on a blur background which most video conferencing systems have available. Also, ensure that you have enough light in front of you – the interviewer wants to see your face, so check that they can. We live in a digital world and when virtually interviewing for market research jobs, messing one of these things up is potentially fatal. 

Game Time

Present Yourself Well

No matter if you’re going into an in-person interview or doing it virtually, iron your clothes, fix your hair and make sure your shirt is free of stains. Even when you take interviews through a computer screen, you want to treat it as if you were meeting the interviewer in-person and presenting yourself well there. 

Share Highlights and Stories Without Overselling Yourself

When questions are asked, slow down and take the time to answer them correctly. Break down your answer. Tell the interviewer the situation and task at hand. Go on to tell them how you resolved the problem and then how that brought you to the result. What did you accomplish? What was your responsibility? You want to sell yourself without overselling. 

Ask the Hard Questions

Be ready to ask hard questions; what is the culture? What are the expectations of management? What direction is the company going in the future? Last but not least, always ask what the next steps are. This interview could lead to a potential career change. It’s more than “oh, this is an exciting opportunity.” Figure out, through questions, if this position is correct for you.

blog top interview tips online

Follow Through

Take Time to Reflect

After the interview, take time to review how it went. How could you do better next time? Are you indeed a good fit for this position? Is the position a good fit for you? Try to fully understand how the interview went – just because an interview took a long time doesn’t mean that it went well. Despite the way many think, the candidate should not be the only one talking. The sign of success in an interview is a connection between interviewer and candidate. Just like in many parts of life, a good connection between the interviewer and candidate provides a better foundation than one person talking for a long time.  

Always Send a Thank You Email

Always, always, ALWAYS send a thank you email after the interview. Go deeper than “thanks for the interview.” Take something away from your self-reflection and point out why you would like to move forward in the interview process. Bring up specifics from your talk with them as well – people remember specifics and by solidifying those details in their minds, you solidify yourself in their minds. And as always, thank the interviewer for their time. 

Based on these Top Interview Tips from a Market Research Industry Expert, whether interviewing in person or virtually you can leave each interview feeling confident when applied. Always remember to show up prepared and leave a positive impression. Reach out today if you’d like more help or want to apply to any of our available positions!

 

find a job buttonbuilding your profile

If you’ve ever tried to set up a date between two of your friends, you know that it’s not as simple as arbitrarily pairing two single people. When you know that your friend only likes romantic comedies, you’re unlikely to pair them up with a friend who only likes horror movies! Recruitment is a lot like matchmaking in its complexity, and the more specific the field, the harder it is to make good matches. But how can recruiters or companies know these intricate details that can make or break a career? The crucial component (in both cases) is familiarity.

AI…A Great Way to Start, but Finishing Requires Finesse

LinkedIn does a great job of gathering people, sending their profiles and even resumes when requested to companies and recruiters. Recruiters post their jobs for candidates to apply for, but everyone in the world can see them and therefore apply for them.

Despite this possibility, LinkedIn does not automatically show each job to every person on their site but instead works in a smart and efficient manner. Their outreach is not random but targeted to those people who are most likely going to respond. And LinkedIn’s powerful algorithm works really well. When you consider that every company has a slight twist on writing job descriptions, LinkedIn is quite efficient at providing a large pool of candidates.

While being such a good tool, a secondary review can only build upon the success that LinkedIn already has. Someone needs to go through that pool of responses, identify the qualified leads, and then further vet them for initial interviews. It can also be good to have someone review any candidates that LinkedIn may have disqualified a candidate due to a lack of direct skills. That’s the really hard work in recruiting – the work that most HR managers and executives don’t have the time or expertise for – combing through hundreds of candidates to find that one person who is best qualified to do the specified job.

Specialization is the Key to Successful Talent Acquisition

Our key differentiator at Trusted Talent is our long tenure of serving in just one industry: the market research industry. At Trusted Talent, we were all market researchers long before we formed a market research recruitment company. Our depth of knowledge of the industry comes from the broad tenure each of our recruiters has in the industry.

tt-talent-acquisition-partner-leadershp-team
And these are just a few of our many talented recruiters. All our recruiters have previously worked in the industry, both from a perspective of doing the work and hiring/mentoring staff at all levels. 

This experience allows us to subjectively consider candidate qualifications and look outside the box at the way their qualifications might fit together to fulfill position requirements and provide reliable talent. We’ve seen it happen time and time again: a candidate has marketing experience, end client experience, and agency experience – all of the experience surrounding a role – yet they don’t quite match the request. AI could possibly disqualify someone for a lack of direct experience. HR may even overlook them for the sake of time. But with our more tailored approach, we are able to see the potential, present them to our client, and deliver a successful placement.

Taking Advantage of the Matchmaking Ability

The best ways to “get around the algorithm” involve some work from you. Pay attention to who is posting a market research job listing – Trusted Talent posts our own listings on LinkedIn. If you see that the posting seems to come from a recruiter, feel free to reach out directly to that company either in conjunction with an application on LinkedIn or completely separately. A direct connection is always better than throwing your resume into a pile – ESPECIALLY when dealing with recruiters. 

A Deep Bench

As we said, all of our team members at Trusted Talent have worked in market research positions – some for 20 years or more! Due to this experience, we understand what is required from both the company and individual job seeker viewpoints.

This is invaluable, especially when job titles in different companies don’t line up perfectly. To best understand our candidates, we need to break down the deeper meaning of that description to see what skills a certain candidate has and how they align with the job responsibilities in order to determine how qualified that candidate may be.

In the end, having knowledgeable recruiters with actual work experience in the market research industry – who also specialize only in that industry – is the clear pathway to matchmaking magic.

find a job buttonbuilding your profile

Standing out in a crowd of qualified research job applicants can often feel like waiting for rain in the middle of a drought—hopeless and disappointing. There is an abundance of jobs out there and you keep hearing about how it’s a candidate’s market right now. If the market is so good, why do you keep getting overlooked? Before you throw in the towel, take a step back and evaluate yourself. Are you selling yourself well during the application process? Do you have a complete and robust resume, cover letter and LinkedIn profile? If the answer to any of these questions is not a resounding yes, it’s time to reevaluate your market research job hunting approach. First impressions are everything.

What Story Does Your Market Research Resume Tell

Job experience and relevant accolades are great, but how these items are presented is crucial. All positions are different, but what hiring managers are always looking for is a story from candidates to explain why they are the one who best fits the role.  They need a reason to move a candidate along to the interview stage. Ensure that your resume goes in-depth and gets specific about the responsibilities associated with each job title as they are not standard across companies. Send a cover letter with your resume and make sure it illustrates why you’re the right fit for the job. 

Cover letters are not a one-size-fits-all either. A templated cover letter is not going to help you stand out, so make sure that it is tailored to each job you apply for to show that you have an understanding of the company and the position. Additionally, ensure details that would come across as red flags to hiring managers are addressed in your cover letter as well. Say you’ve changed research jobs every year for the last few years. Why is that? Explaining and covering your bases beforehand can ensure that no confidence is lost in you despite these potential red flags. Remember, hiring managers are looking for reasons to reject you. Why should you be a ‘yes’ instead of a ‘no’?

Tailor Your LinkedIn Profile

Your LinkedIn Profile needs to be as robust as your resume. In fact, consider putting a copy of your market research resume in your LinkedIn profile and editing it regularly. The purpose of a LinkedIn Profile is to be a resource for recruiters and hiring managers to learn more about who a candidate is, how well connected they are and how well-equipped they are for a job. If you claim to have “ABC” credentials yet you are not connected to anyone in the industry with the same credentials, that damages your credibility. With credibility in mind, here are some LinkedIn rules of thumb:

  • LinkedIn connections matter. Connect with relevant professionals in the research industry. Recruiters want to see if you’re connected to mutual industry professionals.
  • Job descriptions matter. Job titles are not universal and do not entail a universal set of responsibilities. Elaborate on your duties and responsibilities in your LinkedIn experience descriptions. Be specific! That’s what the description section is there for.
  • LinkedIn endorsements are not crucial. While positive endorsements on LinkedIn are great, don’t put too much emphasis on them. Recruiters don’t use these like they would use reviews on Airbnb. Reference checking is part of the hiring process–not the job candidate searching process.
  • Keywords matter. Integrating keywords related to jobs you’re applying to in your LinkedIn profile is key. Use them in your market research resume as well!
  • Timing matters. Mass connecting with company employees on LinkedIn during the application process can feel like spam and might muddy the waters. Wait until you’re through to the interviewing process to connect with company employees.

market research jobs

Know What You Want

What do you want and why are you qualified to do it? The better a candidate can answer these questions, the easier it is for recruiters to define your candidate profile and find a research job that fits. After all, it’s a recruiter’s job to help you find a job opening that matches your needs, qualifications and desires. If someone can define what they want and prove that they can do it, recruiters can find the right research job for them. Know your value as a candidate, and do not be afraid to show it.

Recruiters are a great way to connect with jobs and find that perfect fit – it’s what they do all day every day. Trusted Talent has the skills and experience to match the right candidates with the right roles, but even we will ask some things of you to help set you up for success. Ensure that you know what you want, can easily define it and can fully illustrate what you already can and have done. Once you know these things, and have an updated and complete LinkedIn profile, you can expect a great journey from there.

find a job buttonbuilding your profile

It’s not always a candidate’s market, but 2022 certainly is the year of the candidate. This has many implications for employees – not only is it a fantastic time to look for new opportunities, but candidates can be choosy about their next step. Interviewing is as much, if not more, about finding the right company for the candidate as it is about finding the right candidate for the company and now is the perfect time to take advantage of that, no matter what level of a company you fall in.

Why it is a Candidate’s Market

In 2020 and early 2021, companies stopped hiring or even reduced their teams as a result of the pandemic and some pauses on research – especially in-person research. Later in 2021 and now into 2022, every company is hiring. Many things have changed in the insights industry since early 2020 from the perspective of how we work, to increasing valuation of the industry and more.

Team Replacement

Many teams lost researchers during the pandemic due to downsizing required, or people leaving for their own family needs. This is especially true in industries like hospitality. Now that things are returning to pre-pandemic levels and companies are looking forward, they need to re-staff to ensure they can handle all of the work. Companies are hiring to catch up to the level that they were at before COVID losses.

Valuation Increasing

Not only are market research companies valuing each other at $1 billion, but investors and outsiders are seeing market research as a valuable asset. SAP, an investment firm, purchased Qualtrics for $8 billion in 2018. Qualtrics then went public in 2021 just two years later and from its IPO resulted in stock prices that show it was worth $27 billion. Researchers used to be seen as people more on the fringe of marketing and business, but today they are revered. Data is important and those that can obtain and analyze quality data are worth their weight in gold.

woman working at home at her market research jobs

Remote Work

In a world before the pandemic, working in an office at a physical location was the norm. Companies limited their applicant pool to only those that lived in their area or would be willing to move to their location. Now that remote work is becoming more and more prevalent, the applicant pool gets much larger. This works both ways, meaning that candidates can apply for jobs in places they do not live and would not move to. There is also another side of this which is that most companies are offering remote work, so candidates can use that to their advantage in negotiations or in their job search to help define what they want.

Selling Your Experience and Getting the Most Out of a Role

Most companies start looking for junior staff as there are more available positions at that level. But in a market like this, there are openings for people at every level. The best thing to do, no matter your length of experience, is talk with a prospective employer and see where they can be flexible. Most companies cannot fill all of the roles they have available so you may be able to negotiate. Look for flexibility in requirements such as tenure or salary and benefits given your match to the role.

If You’re New to Market Research

Sometimes companies are hesitant to consider candidates that don’t have formal market research backgrounds. This isn’t the best news if you’re looking to break into the industry. However, there are many transferable skills that hiring managers may be looking for – data visualization, data analysis, SaaS technologies and the like. Even things like sociology and anthropology transfer to market research very well. There are many different methodologies in the industry and therefore many different skills that can transfer. You know your value, so be sure to communicate with specific examples and stories that show it off.

The Most Important Thing in a Job Search – Culture and Values

A cultural fit is a critical part of evaluating a company. A lot can be learned about culture based on how they act and treat you during the interview process. How easy was it to get a meeting set up, how well did the meeting go? How did you feel at the end of the interview process? How a company treats you during the interview process is how they will treat you in the job – things don’t tend to change once you get the job. To think even deeper, candidates need to think about not just a culture fit, but a culture add. This goes beyond the thought process of how you fit in with a company culture, but if you can bring anything to the table in this environment to improve and build upon what’s already there.

Corporate Social Responsibility

There are many aspects of not just culture but fundamental company values that impact employees on a day to day basis. Diversity and inclusion is something that has always been important but is being talked about more and more. It is important to evaluate a company and truly understand whether they walk the walk or if they just talk the talk. Look for diversity in leadership, not just in the first few levels of the organization. Understand if a company puts money behind their values and initiatives. Ask about a diversity and inclusion business resource group or committee and what it is that they have accomplished. There are many ways to evaluate diversity and inclusion and do not take everything a company says at face value, but dive deeper yourself.

Companies have values in a similar way to people – values such as sustainability, improving labor policies, fighting childhood hunger and general support of volunteering. Because companies have values and initiatives they support, things like these are greatly important to consider when evaluating a position. A candidate with a strong affinity for volunteerism may choose to go with a company that offers time off for volunteering, while someone who feels sustainability is critical may choose a company that has made a public promise to help the environment. Dynata for example has committed to a reforestation initiative and has already planted over 40,000 trees – they have both the stated value and have clearly demonstrated that they are capable of walking the walk.

Man at a conference talking with market research recruiters

Networking and In-Person Events

Networking is a critical part of building your professional career – especially when job hunting. This doesn’t stop when you’ve hit a certain level of seniority but should continue for the length of a person’s career – networking can always be game-changing. Social media platforms like LinkedIn, virtual meetups, or in-person events are all great methods of connecting with others in the insights industry. The Quirks Event is a great example of a cost effective and value rich networking opportunity. There are not only great speakers and presentations, but numerous networking opportunities at booths, happy hours, and other outside events. Conferences are also a great way to network and look for new opportunities without jeopardizing your current position. People go to conferences for a wide variety of reasons and even talking to an insights recruiter at a conference doesn’t mean that you’re looking for a new position.

What Does All of This Mean?

In the Market Research industry now there are not enough candidates and too many companies hiring, so your value is at an all-time high. If you are a candidate, you should be encouraged. Now is a great time to look and as long as you have a healthy attitude about yourself and what you want, you will find the right thing. It can be hard to keep a positive attitude and stay excited to talk to people on the phone, but the market for jobs doesn’t get any better than it is now.

Trusted Talent is the expert in the market research industry when it comes to matching candidates with job opportunities. Not only have we been doing this for 6 years, but every member of our team has worked in the industry, up to senior level positions in sample companies and consumer insights teams. We truly understand the needs and skills required for positions of every level as we’ve done it, hired it, and supervised it to truly understand who succeeds and who doesn’t. Given this experience, the recruiters at Trusted Talent are able to see the benefits of the skills that AI systems deem irrelevant. Review our list of open positions or create a candidate profile to get started with the true industry experts today.

 

find a job buttonbuilding your profile

Remember the old days when you could just run an ad or place a job posting on a job board? While you’d get a lot of resumes, you would have to then spend several hours reading them to try to find anyone even remotely qualified to join your team. Today, the way companies hire has significantly changed; it is now a candidate’s market. Advancements in technology have allowed for one-click to apply sites, and potential employees now have a large pool of options to choose from. And while you can get plenty of potential candidates this way, it is certainly not the most efficient approach.

As a busy market researcher who’s always pressed for time, the idea of hiring new talent can be overwhelming. Even if you are confident in your skills, your team, and your ability in working with clients, the task of identifying and hiring the right talent for your growing insights team is daunting.

However, you can still hire with efficiency and confidence in today’s market.

In fact, finding and hiring quality talent can be quite easy if you work with the right market research recruitment agency. But in order to make it worth your time and money, you’re going to need a team of professionals who understand your business, your marketplace, and the criteria of your search.

Ask yourself a few preliminary questions:

  • Do they specialize in the market research and insights industry or are they generalists?
  • How long have they worked in your industry?
  • Do they know the same people you know?
  • Do they attend the same conferences as you?
  • Most importantly, do they have the processes in place to identify and screen the right candidates for you?

The Power of Hiring Through an Agency

Recruitment agencies have the ability to fish in the ponds where the professionals live – market research and insight professionals to be specific. From this large professional pool, recruitment agencies screen and identify the select few candidates that best meet your hiring criteria.

Your recruiter will also be able to accurately assess if candidates are in the price range you are willing to pay for. In addition, they’ll provide candidate CVs, resumes, cover letters, and personality profiles to help you determine if a candidate will be a good cultural fit.

An Interview Process You Can Be Confident In

With the recruiting agencies help, it’s now time for you to start with telephone interviews. Once you’ve had a chance to determine which of the candidates you want to pursue, schedule an on-site visit. It may also be beneficial to have an exercise for them to complete, whether that is to gauge their personality type or their base level skills for the position.

Other members of your team may need to join in this part of the process, giving you a chance to see how they will work with your team and fit your culture.

The key to this stage is to express your interest in the right candidate very clearly and move quickly to present them an offer. If you wait too long, you run the risk of losing their interest or worse – to one of your competitors. In this job market, even in a small industry like market research, the good candidates are getting multiple offers and the slower hiring manager is going to miss out on the good ones.

The good news is there are a lot of great candidates moving around for many different reasons. This is a great time to invest in adding talent to your team, but you must be efficient if you want to land the best catch. But by working with an experienced market research recruiting agency, and following the advice above, you can be confident in your next addition to your insights team.


Knowing how to hire is one thing, but who you should hire can be tough.
That’s why we took our market research expertise and created this short quiz.

Take the Quiz CTA

Who is going to make the biggest impact on your team? Take the quiz and find out today!

When it comes time to add someone new to your team, how much time do you spend searching? Probably a good amount. You are likely going to have some kind of time restraints that prevent you from searching too long, especially in the market research industry, but choose too quickly and you run the risk of hiring the wrong person for the job.

There is an appropriate amount of time that goes into finding qualified candidates for any position. Time that includes reviewing a person’s experience, skill sets, and overall qualifications for the job. While sites like LinkedIn can help you post job openings and expedite the process of hiring by filtering out unqualified candidates at the click of a button, it still takes time.

But all of this can be streamlined by working with a market research recruitment agency. They vet candidates and provide you with a list of individuals that are highly qualified to work in the exact position you are hiring for. This frees up time in your schedule to do… well, whatever you’d like really.

For us, there are an endless amount of things that we’d rather be doing. Some of those things involve getting more work done, and some are simply just for fun. Either way, it’s your time, so spend it how you wish.

Here is our shortlist of better ways to spend your time other than scouring LinkedIn for your next hire:

1.) Call One Of Your Best Customers

Checking-in, catching up, and building rapport with clients is so impactful – a much better way to spend a few hours over clicking through endless pages of linked in resumes.

2.) Work On Your Golf Swing

Work is hard. So is golf. Think about how much better you’ll be when you have all that extra time to practice your driving skills.

3.) Call One Of Your Prospects

All joking aside, this one is a money maker – literally. More time talking to prospects means more money in your pockets.

4.) Spend Time With Your Family

You spend enough time on the grind. Wouldn’t it be nice to have just a little it more time with the people you love? I mean, your grandchildren aren’t going to spoil themselves.

5.) Check-In On Other Operations

Okay, what other things have you been waiting to get to? Now you can finally start working down the list because of all the time you’ve freed up thanks to your recruiting agency.

6.) Read A Book

Some times it’s the little things. Now you can take a moment and get through a few chapters of that book you’ve been dying to read.

7.) Plan Your Next Big Trip

Work or pleasure? Doesn’t matter. The only thing you’ve got to decide now is who you’re taking with you and how long you’re going to stay.

8.) Check-In On Your Invoices

Money comes and goes. And now, thanks to all your extra time, you can keep a closer eye on when things are getting paid, and when it’s time to collect!

9.) Take Your Significant Other To Dinner

This is a big one for any busy professional. We all wish we had more time to spend time with our spouse. So, what are you waiting for? Make that reservation.

10.) Enjoy The Fresh Air

What’s better than being cooped up in your office? How about showing off that golf swing you’ve been practicing? Get outside! Seriously, you’ve got the time.

While some of these might seem a bit silly, we truly believe that there is unmeasurable value in them. You deserve time to yourself; time to do the things you have been too busy to get to.

We get it! You need to find that new employee fast, but it doesn’t have to cost you countless hours of work and stress. Finding the right person will certainly be more time consuming than you think, and by working with a trusted partner to bring you the right talent, you can get that valuable time back.

The only question is, how will you spend it?


In line with freeing up time, we took our market research expertise and created this short quiz.
So you can figure out exactly who it is you need to bring on to your team.

Take the Quiz CTA

Who is going to make the biggest impact on your team? Take the quiz and find out today!

The job market is changing. Job openings are increasing, people are looking for new opportunities, and the workforce itself is starting to look younger. Employers need to pay attention to these changes. The available talent is looking for more than just money and the boundaries that once held some back from certain opportunities no longer exist.

If you want to hire and retain the best talent, you need to be aware of the state of the job market and make sure you are adapting to the changes. Capitalizing on the way people find new jobs and the things that influence them to accept will better your chances for hiring the right person for your company.

Here’s what you need to know:

2019 Job Market Stats

 

  • The Labor Department reported a record high of 6.6 million job openings earlier this year, an all-time high affecting 50% of U.S. employers.
  • Hiring is expected to become more competitive in the next 12 months for 74% of recruiters.

With more and more jobs becoming available, businesses are competing for the top talent more than ever. In order to keep your name at the top of that list, you need to actively consider what will make you stand out and cater to the needs and wants of potential employees.

Millennials are now the most important demographic when it comes to hiring. And they are specific about the things they are looking for in a job.

  • 58% of millennials said they plan to change jobs this year. What they are searching for is learning and growth opportunities, as well as work-life balance.
  • Today’s labor force is also much more mobile. 89% said they would move for the right company or role.
  • 85% of millennials said a company’s reputation is important or very important when they are considering working there.

Money isn’t the most important factor when choosing a job. With as many options as there are, many are looking for flexibility, professional development, and good culture. If you understand what makes potential employees want to work for a company, you can make a more compelling offer. Reviews, employee testimonials, and social media need to be part of your strategy for bringing in talent.

It’s also important to understand the growing number of freelance workers. It may be possible that the person you are looking for isn’t someone who you will hire to work for you full time.

And let’s not forget that the older generation is deciding to work longer in order to maintain their lifestyle in a time when retirement funds are dwindling.

This means that there is a possibility that these people with many years of experience will be available candidates. Their knowledge of your industry could be a real asset to your team.

All this is happening in an increasingly tight labor market, which puts the power in the hands of the job seekers. In 2019, your company has to have a clear message if you want to attract the best talent.

 


Knowing how to hire is one thing, but who you should hire can be tough.
That’s why we took our market research expertise and created this short quiz.

Take the Quiz CTA

Who is going to make the biggest impact on your team? Take the quiz and find out today!

The 2019 Quirk’s Event conferences have come and gone. While the excitement of these illustrious market research industry events begins to settle, the impact that the event made on the MR community will carry on through the rest of the year.

Every researcher that attended this year’s event (or any of the Quirk’s Events of the past) will tell you the same –  the environment that is created by Quirk’s is undeniably important to the industry.

The ideas discussed, networking opportunities, and learning experiences that the event provides help to drive the growth and development of our industry and allows us to stay connected in the busy world of MR.

In this blog, we will discuss the Quirk’s Event as a whole, as well as highlight some of this year’s key discussion points, to keep you in the know and (hopefully) influence you to attend one of the conferences next season.

The Importance of Attending Industry Events

These days, it’s hard to get an in-person meeting with just about anyone, let alone in an industry like market research where everything is moving at such a rapid pace.

Thanks to technology, you no longer have to physically meet with someone to have a meeting. Visual meeting apps such as Zoom, GoToMeeting, and Slack have bridged the gap, allowing us to meet at any time from any location.

The reality is face-to-face meetings just don’t happen anymore. While this is convenient for quickly passing information between two parties, it creates a problem that tends to go unnoticed—relationships are becoming less personal.

And yet, for many, attending industry events is the only way they get to see the people they work with on a daily basis.

Aside from seeing familiar faces, the other (and possibly more important) reason that you should attend conferences like Quirk’s is the opportunity to meet someone new – whether it’s a potential new client or someone to discuss new business ideas with. Networking is the name of the game when it comes to conferences.

While there are many ways to connect and meet new people, there is no denying that meeting someone for the first time is going to be more impactful and more memorable if it’s in person.

The Undeniable Value of The Quirk’s Event

There are hundreds of conferences that one can attend if they are trying to get the latest in the market research industry. So why choose The Quirk’s Event?

Here’s what Quirk’s has done that sets them apart from other similar conferences:

Quirk’s has two audiences – Researchers and Vendors – and they have done an excellent job of providing a balance that benefits both groups. While the vendors sponsor and fund the event, the cost of The Quirk’s Event is low enough that it remains valuable for them to do so.

The economical nature of Quirk’s is the biggest reason for it’s popularity. While other events provide similar information about the industry, Quirk’s provides the same information at a much lower cost –  making it accessible, driving a large audience, and providing greater networking opportunities.

Another thing that makes Quirk’s such an amazing event to attend is the quality of the content. Presentations are not sales pitches. This keeps the information more relevant and prevents anyone from being overly self-promoting.

At Quirk’s, if you want to sell, the best way to go about it is to get your client (a researcher) to tell your story to the public. The promotion of your business from your clients speaks volumes to other potential clients, and it provides a “sales pitch” that doesn’t feel like you are soliciting business from someone who is just trying to enjoy their time at the conference.

What We Learned at The 2019 Quirk’s Event

This year’s event covered a lot of information, and amongst all the emerging themes, there was one theme that stood out from the rest.

The industry is constantly moving, and the major shift that we are seeing now will have major implications on the future.

Big brands are starting to insource more. Instead of hiring a large company to do every part of a study, these enterprises are now breaking their research into pieces. They are doing the work in-house and bringing in the tools and consultants they need to get the insights they are looking for.

This is changing the dynamic of our industry very dramatically. The most valuable companies are the ones creating tools that allow for DIY research – it’s DIY with services if you will.

The second part of this change is the consolidation of the industry. Big companies such as Dynata have acquired dozens of smaller companies, allowing them to run more efficiently. However, while these big companies are focused on themselves, their customers feel like they’re being ignored.

It has created a vacuum. Companies that once used one of the acquired businesses that have been bought out are now looking for a replacement team, creating opportunities all over for new businesses to come in and meet their research needs.

And from a hiring perspective, the talent within the industry is moving around as well. This has created an influx in the gig economy with several talented researchers looking to be hired by the highest bidder.

Conclusion

Industry events help us stay connected and keep a pulse on the market research industry. Without them, relationships would become nothing more than an email thread and the occasional video chat. Aside from all of the professional advantages that come with attending events like Quirk’s, there’s one thing we’ve yet to mention…they are fun!

If you’ve never been we really hope that you consider attending in 2020. You won’t want to miss what’s in store for the next year of market research.

BONUS: If you are a first-time conference goer, here is our best piece of advice for getting the most out of the event.

If you are sitting with someone you know, you’re doing it wrong. These events are all about networking, and there are plenty of opportunities to talk to new people. Exhibit halls, seminars, cocktail events, and meal functions are all great places to begin creating new relationships. So don’t be shy, get out there and start connecting.

See you next year!

 


Knowing how to hire is one thing, but who you should hire can be tough.
That’s why we took our market research expertise and created this short quiz.

Take the Quiz CTA

Who is going to make the biggest impact on your team? Take the quiz and find out today!

Insourcing is one of the solutions being considered by many insights departments. When the pressure increases to deliver more innovative approaches, solve more complicated problems, and doing so with ever decreasing budgets, what is an insights leader to do?

Many companies are looking for ways to bring both the work and the newer research tools in-house. The alternative? Writing yet another traditional research brief, sending it out to the larger research agencies, and waiting weeks for a proposal with a large price tag.

Which brings us to the million dollar question. Can this problem be solved in-house?

Technology is Making Insourcing Possible

The DIY label is no longer a negative one. If the available tools are used by an experienced researcher, the need to send a brief to larger companies diminishes. Additionally, tech companies with an understanding of research methodologies are applying their knowledge of technology to develop tools that automate the process. As a result, the researcher can do much more in less time. AI, machine learning, templates, data visualization dashboards, and automated data processing tools have all changed the way traditional research is done and the time it takes to complete it.

If your stakeholders are expecting more insights out of your team in shorter time frames, you can now respond appropriately.

The Gig Economy is Freeing Up Talent

In addition to these new tools, you can now bring more research specialists onto your team that have experience using them.

You can bring consultants in on an as-needed-basis before hiring a person full-time, or before your new headcount is approved. An experienced consultant can learn your approaches and research strategies, and offer suggestions for improvements because they bring a wide range of experience from other assignments.

For example, if you want to access internal databases for customer data, and search external data sources, you may need a data scientist to wrangle the data into a manageable form.  This person would need to use SQL or Python or R to accomplish this task.  So, either ask one of your current team members to learn the new data languages or… you guessed it, bring in a consultant.

Has your company considered insourcing? There is no denying that doing so is now easier than ever before. If you do determine that insourcing is the right move for your company, the only thing left to consider is who you’re going to hire.

 


Knowing how to hire is one thing, but who you should hire can be tough.
That’s why we took our market research expertise and created this short quiz.

Take the Quiz CTA

Who is going to make the biggest impact on your team? Take the quiz and find out today!

As the market research industry continues to grow and the need for better talent increases, the way you find and hire must also evolve. There are a lot of companies competing for the same talent, and all of them are on time restraints. So, with this kind of pressure to find the right person and hire them quickly, how do you know that you’re making the best choice for your company?

Here are the most current hiring trends that you need to be aware of to ensure that your next hire is the perfect hire.

1.) To Win Talent, You Need To Up Your Game

If you want the best and brightest, you have to have something to offer. You need a clear and compelling message about why your company is a great place to work, and why the role is a great opportunity for success. Work with your market research recruiter to improve your messaging and to improve your chances of hiring the person you want most.

To get attention, you need to consider a few major questions that every potential employee is going to be asking themselves.

  • How does your company distinguish itself from other research agencies or older companies who are losing their insights functions to marketing and IT departments?
  • Why is your company growing and what differentiates you from your competitors?

Visualize what a marketing research recruiter has to do to present a variety of opportunities to a really great candidate. They need to be able to sell your opportunity effectively and generate interest in the candidate.

2.) Streamline The Process

It starts with a good amount of consideration. Determine these things:

  • the hiring team
  • the hiring manager
  • the decision-making process
  • the interview process
  • any necessary homework
  • the in-person meetings
  • and the actual offer

Once the team and plan are defined, it will be much easier to define the new position and determine the details of the position.

It will also make it easier to explain the whole process to your marketing research recruiter so they properly set the expectations for the candidates.

3.) Utilize Short-Term Talent

Consider adding consultants or on-demand researchers to your team to meet a short term need. More experienced freelance market research professionals may be the perfect solution while you continue your search for your next unicorn hire.

4.) Distance Is No Longer An Obstacle

In the past, one of the biggest obstacles to finding the right researcher for your team was geography.  In today’s market, technology has made distance much less of a burden. Consider implementing the use of technology like Zoom or Slack to improve communications.

5.) Speaking Of Technology

Hiring companies are now looking for talent with newer digital skills – talent that understands the new automated solutions and tools available.

While technology makes the world smaller and increases the need for more specialized talent, one thing remains the same – the need for better talent. When it comes time for your company to hire, consider these trends.


Knowing how to hire is one thing, but who you should hire can be tough.
That’s why we took our market research expertise and created this short quiz.

Take the Quiz CTA

Who is going to make the biggest impact on your team? Take the quiz and find out today!