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6 Ways to Attract Top Business Analysis Talent

Disclaimer: The views and opinions expressed in this article are those of the author and may not reflect the perspectives of IIBA.
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With so many applicants claiming to have the right skills for the job, hiring the right person can be challenging.

If you’ve ever struggled to attract the right business analysis professional for your job posting, you’re not alone. Many professionals gain exposure to business analysis by helping non-profit organizations or small businesses with their processes, data, or systems.  

But experience alone, no matter how in-depth it is, doesn’t guarantee knowledge of the fundamentals and beyond. So how do you attract not only the most qualified business analysis professional but also the best fit for your organization?

Let’s explore six great ways to find the right business analysis talent.

1. Make Certification a Requirement

The first item on your checklist should be to screen out less qualified applicants for your business analysis role. That means listing an IIBA certification as a job requirement, rather than a nice-to-have.

Why? Including this hurdle early on will get you a pool of passionate, committed business analysts. Certified business analysts can add value to your organization in a variety of ways, depending on their credentials and experience. Plus, instantly eliminating candidates who don't meet your standards will save you time and money.

IIBA offers certifications that validate the skills and knowledge of business analysis professionals at different levels of experience and expertise. By making an IIBA certification mandatory, you can rest assured that you’re interviewing a qualified and competent business analyst.

It will also boost your reputation as an employer who values quality and excellence in business analysis. Research from TalentNeuron shows that the Certified Business Analysis Professional (CBAP) certification is one of the most in-demand credentials today.

Bottom line? If you need a business analysis professional to help solve your problems, IIBA certification is a must-have.


2. Showcase Your Company’s Culture

As with most professionals, business analysts want to work in a supportive and collaborative environment. Unfortunately, some companies don’t have one, and those that do often undersell it.   

If you want to attract the best fit for your organization, provide a glimpse of what makes your company unique. IIBA’s Career Center offers employers a free company profile page

Tell applicants about your company values, vision, and mission. For bonus points, share some stories or testimonials from current employees. Feedback from an applicant’s future co-workers can really underscore your positive work culture, so don’t be shy about bragging.

3. Highlight the Role’s Impact

Craft your job posting in a way that speaks directly to your ideal applicant. Business analysis professionals love to solve problems and create value for their organization. So explaining precisely how they can add value to yours is a major draw for the top business analysts.

Explain how their work will make a difference and what kind of challenges they will face on the job. Don't just list the tasks and responsibilities. Discuss the goals and outcomes that their role will help you achieve and how they’ll make an impact.

4. Offer Competitive Compensation and Benefits

Most business analysis professionals (especially those with an IIBA certification) know their worth and expect to be paid accordingly. Show applicants that you intend to do just that, without being vague or non-committal.

Research the market rates and offer a fair and attractive salary range, one that fits your budget of course. You can check expected salary or hourly pay by job title using the IIBA Career Insights tool. And don't forget other perks and benefits such as flexible hours, remote work, health insurance, and bring-your-dog-to-work day.

Doing so early on can help you eliminate candidates with the wrong expectations, again saving you time and money. Being upfront and honest with future hires can go a long way in retaining them long after they join.

5. Use Concise and Clear Language

Business analysts often don't have time to read long and vague job descriptions, so get to the point.

When crafting your job posting, use simple and direct words that convey your message effectively. Try to avoid over-used jargon, acronyms, and buzzwords that might confuse or alienate applicants. Remember, there’s no such thing as a “rockstar” in the finance department!

Also consider using lists, headings, and subheadings to organize your content and make it easy to scan. Most people will go straight to the meaty bits, so help them get there a little faster.

6. Include a Call to Action

Don't leave your potential candidates hanging after they read your job posting. Tell them exactly what to do next and how to apply for the job.

Provide a link to your online application form or email address and encourage them to act fast. You should also create a sense of urgency by mentioning the application submission deadline or the number of applicants.

Aim to create the least amount of resistance and confusion possible for your next business analysis dynamo.

Happy Posting

These are just some of the ways to attract top business analysis professionals to your next job posting. There are loads of others, too.

Hire smarter with the IIBA Career Center and reach qualified business analysis candidates in no time.

Post your job now.

Whether you’re an applicant or an employer, you’ll find everything you need for your next business analysis role at IIBA’s Career Center.

About the Author
Robert McClements_.jpg

Robert McClements is the Communications and Media Relations Specialist at IIBA. With over six years of communications experience at non-governmental organizations, he contributes to IIBA’s marketing and communications efforts in support of the business analysis profession and community. Residing in his hometown of Montreal, Robert enjoys spending time with his family, listening to music, and reading.   

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