29 May

Recruiting A Senior Business Analyst: Here's How To Do It

Posted by John Brandwagt

How_to_Find_and_Hire_a_Senior_Business_Analyst.jpgHiring an experienced senior business analyst can be a difficult task to undertake. You need to find someone who has both the years of experience to be qualified for the job role, and someone who can demonstrate a wide variety of specialized skills to meet the needs of multiple types of projects.

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With such demanding criteria, a senior business analyst who fits all of the requirements of the job description is highly coveted in the job market, often making the hiring process a long and arduous journey. Here are a few things that you can do to help make the search a little bit easier.

Know What to Look For

Even if you’re the most experienced hiring manager, it can be tough to know what to look for when trying to find a senior business analyst that suits your company. Different projects often need different sets of skills, so finding someone who is both an expert in their field while maintaining a wide knowledge of technical methods and networks can prove difficult when the market is so competitive and your competitors are snatching senior talent up all the time.

To recruit a senior business analyst, it’s important for you to take a step back and figure out exactly what you need out of your new hire. Examining the size of the project, assessing the business and financial risks involved, and knowing what types of software are involved in the project are all things you need to evaluate when taking the initial step towards finding a senior business analyst. Having specific, tangible goals for your hiring criteria can make the process easier and help you learn exactly what you’re looking for.

Search the Passive Market

At some point during your search, you might get lucky and find an experienced senior business analyst on a job board, but the chances are pretty slim. In general, most senior talent already has jobs in their field, but might be open to new opportunities if the company or salary suits them better. These types of hires are called passive candidates, because they aren’t actively looking for a new place to work.

If you have connections in the industry and have something extraordinary to offer, recruiting a passive candidate might be manageable on your own. However, without these important contacts, finding top talent in the passive market can be a tough and frustrating process for someone without the experience.

Engage an IT Recruitment Firm

The fact is it isn’t easy to hire top performers in information technology. The recent skills shortage keeps experienced staff high in demand with your competitors, so even if your company and your team are great, it might not be enough to fill your empty position quickly and easily. Senior staff in particular is especially hard to find, which leaves you with a dilemma when you need someone to fill the role as soon as possible.

One of the simplest and easiest things you can do to avoid these issues in the hiring process is to engage an IT Recruitment Firm. Recruiters at tech-specific agencies have the knowledge and experience to maneuver through these roadblocks when looking for your senior business analyst, and will ensure that the hiring search is an efficient and successful endeavor. 

An IT recruitment firm will work with you to ensure that your compensation matches the position, as well as help you weed out the candidates that don’t match with your company’s culture. But, most importantly, a recruitment firm has the network of passive candidates that you might not have access to, so you’ll get the top talent that you’re looking for to fill your senior business analyst position successfully.

 7 Things You Need to Know About Working with IT Recruiting Firms


Topics: hiring

John Brandwagt

John is a Practice Leader at Inteqna. He’s been working in IT Search in Calgary since 1997. He works best with selective job seekers—those who excel at what they do and enjoy their current jobs. Since they don’t have time to look for themselves, he helps them find their dream jobs. From a client perspective, he helps organizations find the talent that will propel their business. John is involved in several of Calgary’s technical user groups and has held board roles in non-profit groups. He is a single dad of four boys who try to beat him at every physical activity from hiking to rugby.

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