53% of big data-focused companies say analytics experts will be tough to find for the next two years. Here's how IT leaders plan to train, borrow, or steal talent--and what job seekers should know.
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Tip 4: Get Close To The Talent Pool There's clearly strong demand for anybody with expertise in analytics or big data management. People with experience in both areas are "going for crazy prices," says Brian Courtney, general manager of industrial data intelligence at GE Intelligent Platforms (GEIP).
"We have a lot of analytics talent on staff already, but getting high-end analysts with big data experience is that much harder," says Courtney, who's part of a $200 million, 3,500-employee business within GE that offers big data analytics software and services to the industrial commercial software market (including customers both inside and outside of GE).
GEIP's specialty is big data analytics software and services, so part of Courtney's job is getting the word out to potential employees that GE is hiring. Proximity helps; GE has offices all over the world. But it opened a Software Center of Excellence in San Ramon, Calif., specifically to attract employees in the tech-talent-rich San Francisco Bay area. Even comparatively small companies are going to where they can find the talent. Genealogy website Ancestry.com has an office in San Francisco to draw on that talent pool while headquarters is in tech-endowed Provo, Utah.
6 Tools to Protect Big DataMost IT teams have their conventional databases covered in terms of security and business continuity. But as we enter the era of big data, Hadoop, and NoSQL, protection schemes need to evolve. In fact, big data could drive the next big security strategy shift.
Big Data Brings Big Security ProblemsWhy should big data be more difficult to secure? In a word, variety. But the business won’t wait to use it to predict customer behavior, find correlations across disparate data sources, predict fraud or financial risk, and more.