Contact Us The Big Data Talent Shortage: Ask Four Important Questions

The Big Data Talent Shortage: Ask Four Important Questions

Skills shortages are the perennial challenge faced by many CIOs, particularly when it comes to developing big leading-edge data, analytics, and artificial intelligence (AI) systems. Not having enough skilled data scientists prevents companies from keeping up with the pace of change. This is having a severe impact on their business.

Skills shortages present a real problem, and it is essential to accelerate mechanisms to address them. Organizations must consider asking themselves four important questions to solve the big data talent shortage.

What is causing big data talent problem?

As businesses are integrating new-age technologies and solutions, they are leveraging the value of big data to make wise business decisions. The increasing demand for data analytics in the companies has given rise to an exponential shortage of data scientists. Although many individuals pursue data science as a career, there isn’t enough skilled labour to fill the jobs. The number of STEM graduates (science, technology, engineering and math) each year isn’t in sync with the requirement of data scientists in the industry.

Analyse the recruitment efforts and process of your company. How do your company’s recruiting efforts and culture look to a potential employee? While looking for a new job, 69% of IT professionals say they seek a new job to advance their IT skills. Does the opening of a big data role in your company offer better career growth? Is there an attractive environment for work-life balance, and what are substantial benefits for employees? Tackling the big data talent shortage begins with ensuring your organization is not waiving any red flags to jobseekers.

How to secure big data?

Data Collection and analysis can help a business predict consumer behaviour, improve decision-making, know market trends, and determine the ROI of its marketing efforts. Working with sensitive data, especially when the consumer information is involved, requires additional security programs, measures, and human resources.

51% of executives mention security concerns as the biggest obstacle preventing them from implementing a big data strategy. Data collection is vital for your business, but it is also important to safeguard that information. Even if you can hire a brilliant data expert, are you prepared to take necessary security measures to protect that sensitive information.

How to use big data?

Having realistic expectations about the capabilities of your data is a necessary step in solving the talent problem. How is your industry using the data it collects? What insights are your competitors gaining from their data analysis? Being unsure does not put much confidence into any data analyst candidate you interview and can cast your business in a negative light.

The shortage of data professionals is not just a problem in the tech industry. Organizations like banking & finance, communications, media & entertainment, healthcare & medicine, and transportation require data experts, thus, increasing the talent shortage. Therefore, companies that want to hire data talent should clarify what goals the person is being hired to meet and the availability of resources that can help to achieve those goals.

Should I Ask for Help?

Finding and hiring people with big data and analytics skills is not an easy task. That’s where outsourcing to the right IT staffing company can help you. Having an expert who takes responsibility for finding the right talent for your organisation not only eases your burden but also allows you to focus on your core business. Moreover, it will help to drastically cut down the time it takes to implement new data strategies.

What can IDC Technologies do for you?

IDC Technologies has worked effectively with many reputed companies to solve their talent shortage problems and helped them hire big data and analytics professionals. With our staffing solutions, you can find the right talent aligned with your organisation’s business goals and work culture.


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