Last updated on December 29, 2016
More than 50% of the organizations even with the latest technologies and analytical capabilities are not making the most of the massive amounts of data that they have- if AT Kearney reports are to be believed. The problem? Scarcity of Big data talent. Finding a mélange of technical skills, analytics modeling skills and business knowledge encapsulated in one professional is becoming a major issue of concern for companies- probably because people with these skillsets are a recherché breed.
Corporations are on the lookout for big data talent to work in tandem with latest big data technologies and frameworks coming out almost every day. So, how will you find the talent? Given how tight the market for big data talent is- and how it plays an imperative part in the business growth. Here’s how you can get ready for big data analytics skill hunt-
OUTTHINK – Indeed, it’s true that in the age of millennial and digital learning, it’simportant to outthink yourcontenders than outfight them. Even after more than 2000 years, the adage is so relevant and universal. Outthinking includes almost everything from studying your competition to evaluating yourself. If you are hiring analysts or data scientists, know what you’re recruiting them for? After all, big data jobs comprise a lot more than just ‘data’. Are you on the lookout for a unicorn? What’s in the box for Millennials? How many vacations have you furnished in your offer? Are you ready to build analytics skills in-house rather than hiring new talent? Have you implemented gamification to boost productivity? Most probably, myriad questions await you once you’re done reading this article. In order to stay ahead in the competition, believe us and take on these challenges- and you will definitely end up increasing your talent value proposition.
OUTTRAIN-If you squeeze the skillset of your existing talent pool, you’ll get the overall strength of your company- it’s a law. Hiringundoubtedly is an integral part. But, think about it, petabytes of data over-flooding the enterprise; and this humongous data transforming into ‘Big Data Syndrome’. There would be a number of confounding faces in every company. Thefate of such corporations that stare at big data with confusing faces is not hard to predict. So, go ahead and let the SAS specialist train Python coder! Connect the Mahout engineer with the Elasticsearch professional over a mug of coffee. Remember, words proliferate much faster than anything, especially in the Big Data community. So, get ready to recruit the best out of the rest!
OUTREACH- Social media hiring certainly plays a big role in fulfilling analytical talent needs- only when it’s done right. If you’re just scrolling to the bottom of your employees’ LinkedIn profiles, chances are you will end up nowhere. In order to find the best analytics ‘unicorns’, you need to track the digital footprints of your prospective hire. Ask yourself- Are you tracking it in a right way? And how often are you tracking? Are you leveraging APIs in your assessment models? Because of the rising demand for certified big data talent, your social media recruitment strategies should showcase the career path you foresee for the position that you want to fill.
OUTSOURCE-With the new concepts like ‘Big-Data-as-a-service’ in the market, which allows enterprises to conduct their company’s analysis in a big data software hosted in the cloud, the future of outsourcing seems inevitable. According to Data Science Central, more than 30% of analytics practices in primary enterprises will be partly or entirely outsourced to professional providers by 2021.So, what are you waiting for? Go ahead and outsource the complex projects that require specialization in technicalities!
Also, the companies can leverage data science to recruit data scientists. Ironic? But it’s considered much more effective than any other HR approach. For example, a large IT employer recently discovered a group of Ivy League grads who at a particular point in their career faced a low that went with minimum compensated-level internships and jobs, were predicted to perform 24% higher against those who hadn’t been through such situations. Cases like these are helping numerous corporations to identify myriad patterns and insights.
Whatever the strategy may be, the crux of the story lies in acquiring the right array of big data talent to turn big data analytics into the most powerful asset of the company.
