Title: Case Summary: Recruiting a Scarce Skillset in Love For Data (LFD)

Abstract:

This document presents a case study on Love For Data (LFD), Pakistan's leading Data Science and
Artificial Intelligence company. The founders, Syed Tajammul Hussain, Maira Ata, and Noman Khalid,
established LFD to provide superior data analytics services in the Pakistani market. The company has
experienced rapid growth, leading to the need for recruiting skilled talent in the data science
domain.

Key Points:

LFD's Business:

LFD offers data analytics services and decision support systems using AI algorithms.

The company operates in Pakistan and five other countries, utilizing open-source technologies and
in-house research for software development.

LFD has won multiple awards for its AI-based solutions in various industries.

Founders and Culture:

The founders, Tajammul, Noman, and Maira, bring extensive experience in data science and
technology.

LFD maintains a culture of honesty, open communication, and a focus on talent training and
retention.

Remote work flexibility and market-competitive salaries contribute to employee satisfaction.

Recruitment Challenges:

LFD faces challenges due to the lack of industry knowledge about data science in Pakistan.

The company receives a large number of resumes but struggles to find candidates with
comprehensive data science skills.

The founders actively participate in the recruitment process and consider both experienced
professionals and fresh graduates.

Desired Skills and Qualifications:

LFD seeks candidates with a basic understanding of data science, including programming skills,
statistical knowledge, industry understanding, and excellent communication skills.

Knowledge of at least one programming language is required, and the ability to learn new languages
easily is valued.

Local Hiring Preference:

LFD prefers to hire local talent due to the nature of the job, including handling sensitive and
confidential data.

Hiring foreign labor involves additional costs, legal restrictions, and potential data privacy concerns.

Retention Challenges:

Experienced employees are highly sought after internationally, making retention difficult for LFD.

The company recognizes the importance of honesty and commitment in their employees and
emphasizes the need for accurate CVs during the recruitment process.

Recruitment Process and Future Improvements:

LFD has recently hired a human resources manager to streamline the recruitment process.

Social media profiles of applicants are reviewed to gauge their data protection awareness.

The acceptance rate at LFD is low (5%), and the company aims to improve recruitment efficiency and
reliability.

Conclusion:

Love For Data (LFD) faces the challenge of recruiting scarce data science skills in Pakistan's market.
Despite the lack of skilled labor, the company prioritizes hiring locally and focuses on skills, honesty,
and commitment. LFD aims to improve its recruitment process to find candidates with the right skills
and develop resources that align with their business needs.

Please note that this summary is based on the information you provided. If you have any specific
points you would like to add or modify, please let me know.

Questions: Q 1: Evaluate the effectiveness of various sources of recruitment employed by LFD?

Suggest how can LFD improve their chances of getting the required talent. Q 2. Discuss the pros and
cons of on-job training for the hired young professionals?

Q1: The effectiveness of various sources of recruitment employed by LFD, such as social media
advertising, has been limited in finding candidates with the required data science skills. To improve
their chances, LFD can consider targeted job portals, university partnerships, internship programs,
skill development initiatives, and employee referrals.

Q2: Pros of on-job training for young professionals include practical skill development, familiarity
with company culture, and a customized learning experience. However, cons include the time and
resource investment, potential skill gaps, limited exposure to diverse techniques, and high
expectations and pressure. To mitigate drawbacks, LFD can supplement on-job training with external
resources and industry exposure.