How to Hire a Data Collector
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Data Collector Job Description
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We are searching for a Data Collector to assist us in maintaining our market data database. Your responsibilities will include data entry with an occasional requirement to scan documents. The sources from which you will collect data include public surveys and our internal database. You will use our modelling software to create presentations in the form of a planogram. You should be adept at using computers and mobile devices for uploading data in an efficient manner. The ideal individual will have experience in data collection and preferably hold an Associate’s degree in Information Technology.
Data Collector Duties and Responsibilities
- Collect data from external and internal sources
- Analyse data and present your findings to management
- Compile data into digestible planograms
- Ensure all data is organised and accurate
Data Collector Skills and Requirements
- Data collection or database management experience
- Organisation and research skills
- Strong written and verbal communication abilities
- Associate degree in Information Technology
Personalising Your Data Collector 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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