Big Data Talent: 6 Ways To Snag The Best - InformationWeek
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6/10/2015
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Lisa Morgan
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Big Data Talent: 6 Ways To Snag The Best

Many companies are looking for big data skills across the board, but the shortage of talent and the loose application of keywords can challenge candidates and the companies who want to hire them. Try these tips to minimize the risks.
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(Image: Geralt via Pixabay)

(Image: Geralt via Pixabay)

As PCs, networking, and the Internet once did, big data is redefining how companies compete. It's not just about ones, zeroes, and snapshot reports anymore. It's about trends, patterns, and correlations that not everyone understands.

The shortage of data scientists is well-documented, but there is also a growing demand for general big data skills throughout organizations. The C-suite has added the chief data officer, who is responsible for the strategic use of data, and perhaps a chief analytics officer, who may have a more tactical role. There is demand for data architects, database administrators who understand NoSQL databases, and developers with Hadoop, Pig, and Hive experience. And, of course, non-technical roles such as sales, marketing, and HR need to understand what their companies can accomplish with big data.

Recruiting or cultivating a critical mass of knowledge and talent in a timely fashion is a challenge for most organizations. Job candidates are stuffing their resumes with keywords relevant to big data so they can command higher salaries and attract more opportunities. Meanwhile, companies are posting job descriptions that may not align with their actual requirements and handing out "battlefield" promotions that may not be in the best interests of the individual or the company.

"The big data hype has got everybody interested. Almost every organization is looking at it because they think they'll be at a disadvantage if they don't," said John Reed, senior executive director of Robert Half Technology, in an interview.

The very mindset that enables businesses to use big data for competitive advantage may be absent when it comes to talent acquisition and development. However, there are small adjustments companies can make that can help ensure they are hiring or grooming the right people for the right reasons. On the following pages, we reveal some considerations.

Lisa Morgan is a freelance writer who covers big data and BI for InformationWeek. She has contributed articles, reports, and other types of content to various publications and sites ranging from SD Times to the Economist Intelligent Unit. Frequent areas of coverage include ... View Full Bio

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Ariella
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Ariella,
User Rank: Author
6/14/2015 | 9:27:32 AM
Re: Data scientists/analysts.
@shamika very true, and that can be extremely frustrating for job seekers. Even when one knows that one doesn't match exactly, the company may still grant an interview if something grabs their attention in the cover letter or on the resume. So it still pays to try for some jobs that don't look like an exact match.
shamika
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shamika,
User Rank: Ninja
6/13/2015 | 11:38:53 PM
Data scientists/analysts.
"Job descriptions don't always reflect what a company actually needs." This is absolutely true irrespective of the field. However I believe it is necessary to have clear job description for data scientists/analysts. 
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