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Administrative Analyst Job Description

How to Hire an Administrative Analyst

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Administrative Analyst Job Description

Administrative Analysts help companies refine specific processes by analysing current practises and developing strategies that will improve efficiency, productivity or profitability. They carry out research, analyse information and processes and develop effective strategies.

We are searching for an Administrative Analyst with strong problem solving and critical thinking skills who can help us develop stronger strategies and processes. The main duties of an Administrative Analyst may vary from one organisation to another, but we require you to research current policies, collect information about budgets and procedures, analyse data and processes and improve or develop new strategies. We will also expect you to present findings and pitch ideas to management.

To succeed as an Administrative Analyst, you require you to be focussed on optimising processes within your department or organisation. You should be collaborative, communicative, and creative with strong reasoning and problem-solving skills.

Administrative Analyst Duties and Responsibilities

  • Strong research, maths, and computer skills.
  • Excellent problem solving, presentation, and verbal and written communication skills.
  • Ability to analyse processes and data.
  • Bachelor’s degree in Finance, Business, or related field.

Administrative Analyst Skills and Requirements

  • Work in an organisation or department to optimise processes and ensure budgets are used effectively.
  • Provide internal support for departments that want to increase efficiency, productivity, or profitability.
  • Conduct research thru surveys, employe interviews, and reviewing processes, budgets, and other information.
  • Analyse data and processes to look for and better understand problems.
  • Develop processes and policies to replace or improve upon current methods.
  • Work with departments as they implement, refine, review, and modify processes and systems.
  • Establish and enforcing budgets and timelines.
  • Present findings and pitching ideas to management and other departments so they understand recommendations or changes.
  • Ensure that all initiative alines with the company’s mission and goals.
  • Strong research, maths, and computer skills.
  • Excellent problem solving, presentation, and verbal and written communication skills.
  • Ability to analyse processes and data.
  • Bachelor’s degree in Finance, Business, or related field.

Personalising Your Administrative Analyst Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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