How businesses can recruit the best Big Data talent?
The growth of Big Data provides the useful capability of leveraging insights and patterns from dataset of enormous proportions. Big Data analytics tools, for instance, involve managing datasets, in terms of petabytes and zetabyes, as opposed to the commonly used terabytes. The explosion of data is causing many firms to be the first in capitalizing many of the benefits that Big Data can accrue including improved data-driven marketing decisions, lower costs, and greater competitive advantages over rivals. However, these gains also come at a price – the challenge of recruiting the best talent for Big Data.
Without a doubt, startup and large multinational corporations alike have the monumental task of finding talent that can best exploit Big Data for their corporate goals and objectives. It doesn’t just boil down to using the most sophisticated Big Data technology. Rather, it involves having data magicians who know the minute differences between which data points can be of value to the organization and those that cannot. So how exactly can businesses address these challenges? Here are a few ways.
Be aware of the technical requirements for hiring the right candidate
Big Data is as technical as it gets and there are many points of differences between ordinary analysts than Big Data analysts. Firms need to be firstly aware of their own corporate goals and objectives, know how they intend to leverage big data to meet these goals and strategies, and then tie these considerations to the technical skills required to be a Big Data analyst.
The right talent should firstly have know how to install a big data infrastructure, how to conduct data analysis, and formulate data visualizations. Secondly, they need to be skilled in using databases, such as SQL, MySQL, BI, and other certification, as well as being familiar with common big data processes, such as Pig and Hive.
Another thing that recruiters need to pay close attention to is the importance of statistics and machine learning tools. For instance, statistical programming languages, Python and R in particular, are crucial in being able to access Big Data tools with incredible ease and are a key differentiator between Big Data analysts and others.
Give importance to communication and other soft skills
Hiring a Big Data analyst isn’t only about hiring computer geeks. Instead, it involves having people who are excellent communicators of translating complicated numbers into simplified business opportunities and decisions for managers.
“There is one very important aspect we look for, which perhaps differentiates a data analyst from other technologists. It exponentially improves their career prospects if they can match this technical, data-geek knowledge with great communication and presentation skills,” says Mandar Thakur, Wal-Mart’s senior recruiter for its technology division.
Look for a team of big data employees
It is important to point that organizations should burden themselves with the task of finding the perfect Big Data analyst. They should account for the reality check that the candidate they will hire will not possess all the skills required, which is why it is only important they cultivate a team of Big Data specialists.
This will essentially mean that a common denominator of skills will be highlighted, such as being able to conduct big data analysis and run various tools. However, other skills can be split between different employees, thereby facilitating the effectiveness of Big Data applications and activities of the organization.