The analytics talent gap: a hiring manager's perspective

We all know that data science/business analytics is booming. Lots of companies are creating lots of jobs. However, the barriers to entry into this field are substantial. In an article for rSQUAREedge, I summarized my own experience as a hiring manager.

A data analyst needs intuition about data, which requires practical experience. Certain skills, like web analytics and A/B testing, are not academic research areas, and are not unusually taught at schools. Other skills, like survey research and statistical testing, have theoretical underpinning but the secret is how theories are adapted to the real world.

The key issue is risk. As a hiring manager, it is difficult for me to hire someone who is not exposed to most of the requirements. Sure, I can train the new hires. But that takes a lot of time, a lot of patience, and may not bring the right rewards--such as when the newly-trained employee jumps ship.

In the article, I describe the types of resumes that make me think twice about pulling the trigger. (I advise rsQUAREedge and help put together their training program.) Let me know if you have similar experiences.

 

 

Comments

[caru]

Thanks for the information from you.
I was greatly helped by your information if later I will apply for becoming an employee, I know what I need to do...