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IT Analyst Job Description

How to Hire an IT Analyst

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IT Analyst Job Description

We are looking for an IT analyst for our expanding organisation. In this position, you will ensure our company is up to speed with best practises in IT standards and has the latest system infrastructures, while managing IT systems. Keen attention to detail and an analytical mind are a must.

IT Analyst Duties and Responsibilities

  • Work with management to identify IT objectives that will improve business outcomes
  • Manage multiple tasks to deadlines
  • Leverage knowledge of cutting-edge technologies to optimise organisational efficiency
  • Review existing IT systems and internal processes; collect and analyse data to identify areas for improvement within IT infrastructures
  • Participate in team meetings; provide input on intelligent solutions to improve efficiency
  • Utilise modelling, information engineering, and cost-based accounting processes to design new systems
  • Develop, test, and implement IT systems to further business objectives
  • Oversee implementation process; manage programers and venders to stay within deadlines and budget
  • Troubleshoot and debug IT systems to ensure error-free functionality and end-user satisfaction
  • Provide supervision to help desk staff during transitional processes; provide technical support via telephone and email for internal end users

IT Analyst Skills and Requirements

  • Understanding of IT security and network risks
  • Project management experience
  • Ability to explain complex information to non-technical colleagues using simple and clear language
  • Superior analytical and problem-solving abilities

Personalising Your IT 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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