Recruiting the right data analyst: how do you do it?

Data is valuable, but without the right data analyst it mostly remains a lot of information without direction. And if you want to recruit the right data analyst, how do you best use IT recruitment? More and more organisations are grappling with this question. Because whether you're a growing scale-up working with data for the first time, or an established player that wants more than just pretty charts: it all comes down to that one professional who turns raw figures into smart choices and real results.

The question isn't whether, but who

More and more companies realise that data is essential for growth, efficiency and customer focus. According to CBS, 69 percent of Dutch companies were already using data analysis to improve processes in 2024. Yet finding good data analysts remains a challenge. Demand is high, supply is limited and the differences between candidates are big. In this article about the future of IT recruitment you can read which trends and innovations can make the difference.

Know what you're looking for

Many companies recruit "a data analyst" without a clear picture of exactly what they need. Do you want someone who builds BI dashboards? Someone who analyses customer data and optimises marketing? Or someone who automates processes and gets to work with Python? "Data analyst" is an umbrella term. So be specific in your IT recruitment: what does this person need to do and be able to do?

Hard skills or soft skills?

SQL, Python, Power BI, Excel: those are skills you can easily test. But the best data analysts aren't only technical. They can translate data into understandable insights. They ask critical questions. They dare to challenge others, but also understand the commercial context. So look for people who don't just analyse, but also communicate. People who understand that an insight only has value when it leads to action. How do you give soft skills in IT a boost?

Look internally

The war for talent is real. But why always look externally? You can make your IT recruitment as complex or as limited as you like. So also look internally when recruiting data analysts. Do you have a curious marketer or an analytical operations employee? With the right tools and training, you can build data skills internally. Many organisations invest in data literacy within existing teams. Not every analysis calls for a data specialist: sometimes it's smarter to spread basic data knowledge more widely.

Your employer brand is key

Data analysts can take their pick. They don't just want a good salary, but also a challenging environment, smart colleagues and room to make an impact. So go deeper into your IT recruitment and show in your employer branding how you work with data. Share examples of projects, use LinkedIn to put a face to the people in your data team and be honest about where you stand in terms of data maturity. That's the only way to make rapid progress in IT recruitment, especially when recruiting data analysts.

Use your own data

In IT recruitment, the search for a data analyst is the perfect moment to optimise your own hiring process. Analyse your vacancy data: where do people drop out? Which channels deliver the best candidates? Test different job titles. A simple change from "Data analyst" to "Data-driven marketing specialist" can already lead to more matches, depending on your needs.

Recruiting a data analyst? The search starts with you

All in all, finding the right data analyst starts with you. When you get started with IT recruitment, know what you're looking for, be honest about what you have to offer and think beyond just a job ad. In a world that increasingly runs on data, the right analyst isn't just someone who understands figures. It's someone who gets your organisation moving with those figures. And that's worth its weight in gold.