The Great Talent Skills Gap of 2015

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Re: Gap or no gap
  • 9/28/2015 6:27:22 PM
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Great points, Stacy... I hope HR execs take the speed issue to heart and poke their people to not draw things out. The result is too much good, lost talent.

Re: Gap or no gap
  • 9/21/2015 1:03:57 PM
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@Maryam. Right, if it takes weeks or months to get a new hire approved, even after you have narrowed down your candidates to one or two, you are at risk of losing them. Even in times when hiring wasn't supercompetitive I lost candidates in a matter of days while trying to pull together a job offer.

Re: Gap or no gap
  • 9/21/2015 12:35:39 PM
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Jim very true hiring paralysis is still alive and well. So many candidates are lost in the weeks and months it often takes to hire a candidate in large corporations. Speed will capture the best candidates.

Re: Gap or no gap
  • 9/16/2015 12:27:58 PM
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@StacyHopkins. Thanks for sharing those great points about salary decisions having to be made using current data. Historical data certainly can play a role in decision processes, but companies also have to consider current market conditions. As far as hiring decisions taking too long, that's a symptom (often) of the big company mentality. Maybe one reason data scientists are attracted to startups (in addition to considerations like helping to build something new) is that those startups don't have months to make decisions. When I worked for a startup some years ago we sometimes made hiring decisions (and plenty of no-hire decisions) the same day (allowing for some quick reference checks within 24 hours), and most of those worked out just fine.

Re: Gap or no gap
  • 9/16/2015 10:49:00 AM
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Salaries are determined by supply and demand.  Hopefully, a company's budget and a candidate's requirements will reflect today's market conditions and not last year's market conditions.   If not, they will experience a shortage, either way.  From personal experience, companies need to act more quickly, too.  Take too long in the hiring decision and, poof!, the data analytics candidate is working somewhere else. Good talent is not sitting around waiting for a job offer. 

Re: Gap or no gap
  • 9/14/2015 4:14:15 PM
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That is interesting, Maryam... I'd have to see little to no budget as a short term issue. But I suppose it's all contingent on the Chinese stock market, oil prices and what the Fed does with interest rates. Stay tuned!

Re: Gap or no gap
  • 9/11/2015 5:14:31 PM
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Very interesting results for those that are not hiring and don't have budget-do you see this as a short term or long term situation?

Re: Gap or no gap
  • 9/6/2015 4:17:15 PM
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Funny you mention that Terry, I recently saw some email which I ignored at first but since you brought it up it reminded me it had much to do with your point  After doing a search to find it -  Turns out to be a discussion in Linkedin entitled  " Data scientist paid $500k  can barely code !"    This is something I had not anticipated, those who would hoodwink companies into paying outrageous sums for an unproven skill-set.

Sure this happens all the time, but it does not help the effort to place Analytics in a respectable position going forward.   Companies are willing to pay 500K for a "Data Scientist" who can barely code ?    I don't know whether to be insulted or encouraged to be honest, though I know companies would not cut me that kind of money without `eighteen referrences, a background check, seven to ten rounds of interviews  and actual noterized copies of degrees !  And even then I probably wouldn't get it.

I was going to ignore this email and thread on LinkedIn but now I have to check it out.

Re: Gap or no gap
  • 9/6/2015 1:55:05 PM
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Since terms like Big Data and predictive analytics are officially darlings of the business press, I wonder how much this influences analytics candidates and their willingness or tendency to push for salaries that are beyond their experience  -- or the actual budget for the position.  

Gap or no gap
  • 9/4/2015 12:08:28 PM
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Hey, everyone, there's a new Quick Poll available for your votes. We're getting real-world feedback on the predictions of a talent talent shortage.

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