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!

Understanding The Gig Economy And What It Means For Market Research

The gig economy is here, it’s growing, and it’s doing so unabated. Growth in freelance workers is nearly doubling year-over-year, and as a result, businesses are increasingly hiring freelance workers to meet changes in demand.

But what does that mean for the market research industry? And what do you need to know in order to adapt to the changes in the workforce?
Read more

If there is one thing that people in the Insights Industry know, it’s that things move quickly. New technology, new best practices, and shifts in what information is the most important make staying ahead of the game all the more difficult.

It goes without saying, when it comes time to hire, you have to move fast.

For busy market researches, finding the right candidate is just as important as finding them quickly – making the process of hiring even more anxiety-inducing …as if it wasn’t stressful enough already.

So, where is the relief?

There are a lot of options at your disposal when it comes to recruiting for your market research team.  However, few compare to the convenience and effectiveness of using a market research executive recruiting firm.

Here are 4 reasons that you should always use a recruiting firm when hiring in the market research industry.

1) They Save You Time

It takes a lot of time to find the right talent for your growing team. An Executive Recruiter who specializes in finding, and placing, market research and data insight professionals can save you time, especially because they know your industry and the skills you are searching for.

An HR Generalist will consume a lot of your time by sending resumes and scheduling calls with candidates who aren’t qualified to do what you need them to do. They can’t be expected to understand the complexity of a highly technical discipline like Market Research and Data Science. But a recruiting firm, especially one that specializes in the MR industry, is designed to do just that.

2) They Have a Larger Network

Your personal network may not be not as big as you think it is. A Market Research Executive Recruiter can offer you a wider selection of better candidates then you can do by yourself.

Sure, you can network, and post job descriptions on job boards, and send emails to your friends.  But by doing so, you are going to get a much shorter list of candidates to sort through and out of the candidates on that list, chances are, not all of them are going to be screened and qualified in the way you expect.

With a recruiting firm, you know that your receiving candidates that can both do the job you’re hiring for, and are interested in working in that position.

3) They Understand the Role You’re Filling

A knowledgeable Executive Recruiter will understand your role, identify candidates, and screen those who will meet the criteria of your search. A recruiting firm that specializes in market research will have experience in the industry.

So, not only can they understand who you are looking for, but they can quickly identify and screen candidates to make sure they have the skills to fill your position.

4) They Help Sell Your Company

Since they understand the industry and your role in it, the other variable is that they will be able to help you sell your opportunity to the best candidates.

In a rapidly changing market place such as in market research (where the demand for talent exceeds supply) you will need help selling your opportunity to the well-qualified talent you want on your team.

The existing talent already has several great opportunities to choose from, and you may not even be on the list.

 

When it comes to finding the right talent for your MR team, there are a lot of factors to consider. But it’s clear that the best way to relieve the stress of this process is by bringing in some help from a good executive recruiting firm.

 


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!