Driven by Data | The Newsletter, Edition 71

Summer has certainly begun and we hope all our readers are finding time to relax and take some well-earned time off to spend with family and friends. At Orbition we are keeping busy with some fab new roles and looking ahead to all the great things we have coming your way soon!

Driven by Data | The Podcast

In Episode 38, of Season 4, of Driven By Data: The Podcast , Kyle Winterbottom was joined by Rui Machado ?? , Vice President of Data Engineering and Architecture at H&M Group . They discuss data modelling, accessibility and translating highly technical solutions into business value, which includes working for household names such as Nike and Meta, leading a team of 200 Data Engineers at H&M Group, becoming the author of; Analytics Engineering with SQL and Dbt: Building Meaningful Data Models at Scale and much much more!

You can listen to the full episode here:

Also, did you hear?

Driven By Data: The Podcast is in the Top 200 globally, ranking 176th worldwide! We wouldn't be where we are today without our amazing listeners and fantastic guests!

Current Roles

We have got some very interesting roles at the moment. If you are interested in any of the below, please contact our amazing Senior Talent Partner Natalia Kurasinski .

• Chief Data Officer
• Data Consultant
• Data Transformation Director
• Data Governance Specialist

Have you downloaded our DBD Magazine yet?

It feels like yesterday when we launched our second edition of the DBD Magazine with featured data leader Michelle Gansle , Chief Data & Analytics Officer at 麦当劳 .

Inside you'll also find:

• Can't Measure It? Don't Do It! Why data culture and literacy programmes are the first to go when the going gets tough by Di Mayze , Chief Data & AI Officer at 马莎百货
• How Natural Curiosity Sparked My Passion for Data and Analytics with Michelle Gansle , CDAO at 麦当劳 .
• What Happens to MLOps in the GenAI Age? by Andy McMahon , Director and Principal Engineer at Barclays .
• The Power of Language by Kate Sargent , Chief Data Officer at Financial Times .
• Monetising, Managing and Measuring Data as an Enterprise Asset by Douglas Laney , author of Infonomics & Data Juice and Innovation Fellow at West Monroe .
• Understanding Data Literacy by Jordan Morrow , known as the Godfather of Data Literacy.
• How Overhauling Data and Analytics Processes Helped Mind Address a Mental Health Crisis with Sean Russell from Ortecha and Selena Wark from Mind . This is a great case study read!

You can also find our inaugural edition featuring Ranil Boteju , the Group Chief Data and Analytics Officer at Lloyds Banking Group here:

CATCH UP: Enterprise Data Literacy

Last week we hosted a LinkedIn Live event on "Enterprise Data Literacy," featuring distinguished speakers from leading organisations. Our panellists included Hannah Davies , Head of Data Culture & Excellence at Admiral Group Plc ; Greg Freeman , CEO of Data Literacy Academy ; and Kate Jones , Head of Data Product & Strategy at Coventry Building Society . The discussion was expertly moderated by Kyle Winterbottom , CEO & Founder of Orbition Group .

The lively discussion explored the intricacies of Enterprise Data Literacy, covering topics from planning to impact. Key points included the essential steps for planning effective enterprise data literacy, the challenges encountered during the implementation of data literacy initiatives, and methods for measuring the success and impact of these efforts. The event also included a Q&A session, enabling participants to engage directly with the panellists.

Watch the full video here:

Do you have what it takes to be a Driven by Data Mentor?

We are on the lookout for new and amazing Mentors to join our upcoming cohort in November. Whether you want to sharpen your storytelling and communication skills, or you're simply looking to give back to the data and analytics community - being a Mentor can be so fulfilling!

Apply today for this FREE programme to be considered for the next cohort:

Effective Strategies for DA&AI Hiring

This week's insight blog is brought to you by Sophie Muscat

Companies and organisations face issues daily when it comes to hiring efficient leaders for their D&A or AI departments. Even though there seems to be an abundance of people to choose from, the lack of standardisation in job descriptions and role duties, along with the salary package can cause a complications and confusing recruitment journey.

The difference in job titles and job descriptions from company to company is one of the major problems. Let’s say company A is looking for a Head of Reporting, a title that is becoming quite uncommon, one might find that the same skillset as a Head of Reporting is also the same as Head of BI, Analytics, Management Information or Data Visualisation. To further complicate the matter, some businesses use more broad titles like Head of Data or Head of D&A, but the responsibilities and aims of these roles can really vary. For example, of Head of D&A's job role might contain more reporting duties whilst another title might include data engineering or AI planning.

The lack of uniformity across the board makes it very challenging for in-house recruiters to find and hire the correct employees. A great mix of people and experiences can apply to a job posting, some relevant, even more, less relevant, all because the recruitment team may not be too sure what it is they are looking for exactly. Pinpointing exactly what the role requires can be hard especially if the in-house recruiters do not specialise in the D&A industry.

To be able to get the hiring process done correctly, companies need to think about the strategy they are going to use. There are four important aspects of this:

1. Market Knowledge and Expertise: Knowing the industry trends, and role evolution, along with the specific requirements of the company.

2. Access to Talent: Creating a talent pipeline in preparation and establishing relationships with potential candidates, and by doing so maintaining an active industry network.

3. Engagement: Knowing how to approach various people and showcasing different parts of the role that may attract the right candidate

4. Assessment Framework: Make sure they are the right person for the job by evaluating their technical, business, and leadership knowledge/skills. Through proper assessment and evaluation, this can be determined.

Still, a great deal of companies use reactive hiring methods, whereby they post the job ad and expect the right person to apply. Usually, a lot of people will apply that seem like the perfect fit on paper but may lack the skillset required. This can make the search long and tiring.

On the flip side, the way to go would be to use a proactive search method. By using the four steps mentioned above, the search for the right candidate can be easier and more efficient. It also makes sure that companies can stay ahead of new trends and remain competitive.

With the right approach and by making use of proactive strategies to manage the hurdles of hiring, businesses can hopefully deal with the lack of standardisation in DA&AI roles.

And for this week's joke:

Why did the scarecrow become a great recruiter?

Because he was outstanding in his field!

See you next week! ??