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Summary

Even the most seasoned marketing executives have difficulty finding an exact formula for selecting the right quantitative marketing analysts for their organization.  ‘Quant Recruiting’ can be daunting, but just because you may not have hands-on experience with data mining, experiential design, predictive modeling and SAS programming doesn’t mean you can’t make a great “hire”.  MarketingNPV offers an expansive guide to identifying, interviewing, assessing and selecting the quantitative analysts that are best suited to support your strategic marketing. 

Ensuring that your new quantitative marketing analyst really knows their “stuff” is a fairly methodical, clear-cut process.  The first component of the quant recruiting and hiring model is preparation.  Meticulous and extensive, preparation involves determining the job objectives and required skills (technical and “soft”); salary and hiring costs and the activity of recruiting and selecting candidates to interview.  Another crucial component is the interview.  MarketingNPV suggests relying on what you know about “big picture” hiring qualifications which includes cultural fit, leadership and communication skills and work ethic.  Your assessment coupled with an associate or resident technical expert (e.g. Marketing and Statistics Ph.D, data vendor, marketing consultant) assessment will help you identify your top contenders. 

Lastly, after identifying your “quant finalist”, close the deal with the hiring offer.  Following this reliable model will enable you to get the quant you want for your marketing research endeavors.

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