Our guides for employers and candidates on how to navigate the entry-level job market.

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Our guides for employers and candidates on how to navigate the entry-level job market.
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Analysis & Research Roles

How to hire a graduate for a role in Research and Analytics

Candidate profile: A sharp and interested individual who can demonstrate a logical and analytical thought process and who above all posesses a willingness to learn quickly on the job. They should be a proactive problem solver who is happy and able to take their initiative – not wait around for instructions.

A degree which requires mathematical thinking can be beneficial, but not essential.

Top skills

  1. Attention to detail
  2. Written & verbal communciation
  3. Numerical
  4. Presentation
  5. Team work

Non-office experience

  • Any hobbies or extra-curricular activities that show that the candidate is curious and enthusiastic. Really niche interests are good to look out for as they often indicate that the person has a desire to learn and go that extra mile.

Office experience

  • Any sort of un-related experience is usually best for this kind of role. We find that for an analytics or research role, starting with a clean slate is most beneficial for training purposes since roles within this sector are usually very company specific.

Green flag

  • Computer skills – particularly proficiency in Excel and Powerpoint. Since this can be taught fairly quickly it’s not essential, but a bonus.

Red flag

  • No extra-curriculars or hobbies to show that they are curious to learn and are self-motivated.


  • It can be a good idea to set a task similar to one that the candidate would have to fulfill on the job. An example of this could be creating and updating profiles, perhaps for a company in a different industry. This will enable you to test their raw skills and to judge their potential.

At interview

  • Since some aspects of an Analytics and Research role can be a little monotonous at times (data entry), it might be worth emphasising the constraints of the position and asking whether the candidate would be ok with that to ensure you are hiring the right person for the role. By emphasising the constraints of the position, you can suss out whether they might think they are too good for it.
  • Similarly to the pre-interview assessment, it’s a good idea to ask business questions that require no knowledge of the industry or company e.g. how do you think we make money? Do you think we work on a one-off basis, on commission or subscription? Why? There isn’t really a correct answer as graduate candidates shouldn’t really be expected to have extensive knowledge of the industry – you just want to see how their brain works and how they explain their point of view. The best candidate should be able to provide insight into how they reached their answer – level out both sides and see different points of view.
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