When you work with data all day long, you tend to read between the lines to look at the finer details. As a hiring manager, you should be conscious of this specific trait when you’re sourcing candidates for your information and data teams. We’ve created the information specialist job description sample below to help you reach the applicants with the skills necessary to keep you competitive in your industry.
Information Specialist Job Summary
We’re seeking a highly collaborative information specialist to work out of our brand new Houston office. You will be responsible for gathering, managing and interpreting data for a variety of market research projects. This position will supplement our research team and involve advanced statistical analysis and significant client contact.
Information Specialist Job Duties and Responsibilities
- Collaborate with market research team to determine project needs.
- Identify relevant data sources; gather information through surveying and research.
- Design survey and collection methods in accordance with state and federal regulations.
- Specify appropriate regression models and analyze findings using applicable software.
- Work with internal programmers to build and maintain multiple databases.
- Write and tailor testing procedures to each unique sample group.
- Maintain full confidentiality with all client and participant information.
- Foster purposeful relationships with clients and communicate results professionally and concisely.
- Prepare internal and external summary reports.
- Attend workshops and ongoing training to ensure the company remains current.
- Assist with sample recruiting as needed.
Information Specialist Job Requirements
- Bachelor’s Degree in a quantitative or technical field required
- Experience in market research highly preferred
- Solid data project experience, including collection, design and analysis
- Must know SPSS or similar regression software
- Programming knowledge a big plus
- Proficient with Office Suite, especially PowerPoint
- Excellent communication skills
- Capable of presenting technical information to varying audiences
- Works well under pressure with minimal supervision
- Keen eye for detail
Delroy Research was founded in 2002 and has become one the most recognized market research firms in the South. We’re excited about the recent opening of our new Houston office, and we’re actively expanding in all four major Texas metros. We take a holistic approach with all of our clients, and we’re highly specialized in every industry we serve. We enjoy helping companies identify their markets. Delroy employees have fun, work hard and reward those who keep us in business.
What to Include in Your Information Specialist Job Description
Regardless of which department the job falls under, decide what kind of technical and soft skills you expect from a new hire. Is this a customer-facing consulting role or more of a back-end technical position? What type of information will the person be gathering? How will the data be used? Here are the main categories that you should include in your description.
• Job Title and Summary –You may choose to be more specific or unique with your job title, but don’t get too complex with wording. You want to make sure the position pulls up using common searches. You may even want to make a reference to the specific department or type of data involved. Take a similar approach to the job summary. This is a brief synopsis of the position and should not be more than a few sentences.
• Job Responsibilities – This is the focal point of your description and it needs to be detailed, yet concise. Try to least between five and ten duties that the employee will be accountable for. Bullets work well for this section. Remember to use present tense, and begin each task point with an action verb. For instance, your specialist might “design survey methods” or “collaborate with external clients.”
• Qualifications –Considering the nature of this job, you’ve got a lot of leeway with credentials. Nonetheless, you need a focus. If you’re not specific about education and experience requirements, you will see a lot more variety in your applicant pool. Narrow your expectations and be clear about what you’re looking for. This will minimize the number of irrelevant profiles you get in, and it will keep you from having to sift through hundreds of random resumes.
• Company Description –Culture is a huge factor for modern jobseekers. Most information jobs are broad by nature, which means you can be picky about finding someone who will mesh well with your organization. Be purposeful with your company profile. It should be a brief highlight of your mission, business model, benefits and atmosphere.
• Call to Action –Don’t reel in your candidates without inviting them to apply. Show some excitement about filling the role. Whether it’s through an online application, email or third party, you should encourage people to take action and be a part of your team.
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Writing Your Information Specialist Job Description: Do’s and Don’ts
Information is relatively new field, so there’s no proven template for success. With that said, there are some common practices you can follow when writing your job description that will help you source higher quality talent with long-term potential.
• Do talk to your team. You can’t formulate an accurate information specialist job description without talking to others. Hold a department meeting to identify key criteria, and don’t be afraid to ask your clients for suggestions on ways to improve your services.
• Do focus on daily responsibilities. Your primary goal is to give candidates a clear picture of the daily routine.
• Don’t go overboard with keyword optimization. Get some relevant phrases in there, but remember that search engines and candidates both know when you’re just stuffing in keywords.
• Do offer value. Skilled candidates tend to be more concerned with how their work will make a difference. Try to convey a sense of collaboration, especially in your company profile.
• Don’t give a salary range without consulting your policies.
• Do be transparent. Most applicants can see right through fluff, and the ones who can’t are not the people you want on your team anyway. Try not to get too salesy with your description. You want to outline clear expectations without making unrealistic statements.
• Don’t ignore logistics. Be sure to state the location and department, and always provide clear directions for how candidates should apply.
Best Practices When Writing a Job Description
- Feel free to tailor this information specialist job description sample to your specific position. As you prepare to publish your job position, here’s a list of common do’s and don’ts to help guide you through the process.
- Do use bullets. A good job description is organized, simple and easy to read. Just because your candidates are good at sifting through data, doesn’t mean they won’t get bored with long paragraphs.
- Do be specific. Whether you’re looking for advanced technical knowledge or someone who can command an audience, be clear about what you expect.
- Don’t reject candidates who haven’t used your specific software package. Look for experience with similar programs. The best techies are highly adaptable.
- Do specify a focus. Consider providing a percentage breakdown of daily activities. For example, how much time will be focused on design versus presentation? Candidates should know the role’s emphasis, especially if it’s technical.
- Don’t get wordy. Data professionals can sense fluff from a mile away. Keep your descriptions concise and purposeful, and avoid talking about trivial tasks.
- Do emphasize culture. You can do this subtly through your duties list or strictly in your company profile. Either way, make sure you talk about your organization in a positive light. Collaborative people care a lot about office politics, work atmosphere and assignments that have meaning. Try to show the value of what your company has to offer its employees, its clients and society.
- Do think about your platform. Most information specialists are current with technology. Don’t expect to attract competitive candidates if you use outdated methods. Consider developing a mobile app for your application process if you haven’t already done so.
- Don’t forget to include contact information. Whether you provide a name or directions for applying, be sure that interested applicants have a clear way to proceed. If you’re advertising on an external job board, always provide a direct link to your internal application page. You may not get those passive candidates if you simply tell people to apply on your website.