The New Data Science & Analytics Hiring Strategy for 2020

Posted by Kathryne Rinaldo on Jan 8, 2020 9:00:00 AM

In ICS insights, IT, client, Hiring Tips, icsDC

Finding qualified candidates to fill data science jobs is a challenging task for HR professionals and companies. While plenty of people have some experience or education in data science and analytics, they might not have the full skillset you need. Fortunately, you have the option to calibrate existing or explore new strategies for hiring the right people in these fields of expertise this year.

Competition for Top Tech Talent

Prior to searching for qualified analysts, it will be helpful to know first the difficulties you will face in the job market.

For one, most hiring managers have trouble finding someone who understands the nuances of a specific industry and who can work with the data that comes with it. Two, businesses all over the U.S. are now competing to attract "T-shaped" candidates — people who are not only good with analysis but can also communicate, work creatively, solve problems, and collaborate with different teams. Finding qualified candidates is the toughest for employers in New York, California, Texas, Washington, D.C., and Illinois.

Given these challenges, you will inevitably have to compete for the best of the best.

Looking within Before Searching Outside

To overcome fierce market competition, reviewing your current employees who have the fundamental knowledge (e.g. math or statistics) needed for data science positions and the potential to learn new hard and soft skills can be a great option to consider. More often than not, data science and analytics require candidates to have up to five years of experience and a college degree, creating a limited pool of ideal talent. Instead of sifting through the unknown, try finding your next analyst within your organization.

Many employees are usually open to building new skills and undergoing training to remain sharp for the job, so providing analytics training for finance, marketing, or HR professionals can also be an effective choice. Additionally, consider forming partnerships with local educational institutions to formulate an accelerated course that benefits the business and your employees.

Investing within is beneficial as it creates a talent pool that is already familiar with the nuances of your business operations, eliminating the amount of time needed for onboarding and initial training.

Being Clear with the Role's Requirements 

Hiring from within may not always work for every scenario, so if you are keen on attracting a healthy pool of ideal candidates outside, start with brainstorming the desired skills for the position. 

Data science and analyst roles are not the same for all companies, so it will be helpful to create a list of skills and employee profiles that fit your requirements. Your hiring and department managers must also work together to develop a map of competencies, knowledge, and skills they need. Think of the types of problems the candidate will solve on the job, the different roles/departments they have to work with, and the kind of knowledge needed to succeed. Brainstorming ahead of time gives your recruiter a chance to craft an accurate job description. 

In the job description, be sure to state what you require for the role clearly. Providing a candid overview of the job helps potential candidates accurately assess their skills and fit for the position.

Searching Beyond the Market Hotspots

Another go-to option to sourcing data and analytics talent is checking out the "tech hotspots" (i.e. Los Angeles, New York, San Francisco, Chicago, etc.) However, as the tech industry continues to develop, more and more companies target the same hotspots. Over saturation within specific market areas causes distortions, resulting in increased demand and eventually causing a rise in salaries.

To withstand competition, you may begin searching beyond the hot markets as an added move toward your overall hiring strategy. Looking at other diverse metro areas with strong educational institutions can be helpful as higher-education programs are generating technology-competitive graduates to meet the demand. 

Considering the Future of Automation and New Age Teamwork

It's no secret that technology evolves quickly, and so, businesses need to do the same. Automation not only changes the way a business manages routine tasks but also changes employees' roles. Hence, when hiring new employees, you must also take into account the effects of automation on the workforce and workplace. With that setup in mind, think of how you'll factor in the mix of skills that a candidate needs to be successful on the job — be it for analytics or data science.

Apart from automation changing employee roles, more professionals are gravitating towards a nomadic lifestyle of working. You can adapt to this changing workforce by sourcing talent from the pool of contract workers and freelancers. Teamwork no longer needs to be limited to within the physical space of your company.

Being at the talent pipeline's end, companies should acknowledge that they play a significant part in letting the job market thrive while utilizing new recruiting tactics to their benefit. Going beyond what is customary through adapting to automation and the growing freelance economy can prove to be some of the effective hiring strategies for the upcoming year. 

Toward the Future with ICS

At Infinity Consulting Solutions (ICS), we are constantly evaluating the current job market with an eye for the future. Right now, employers looking to fill analytics and data science jobs may have a limited number of qualified candidates, but we are here  to help find the best ones. Whether you are looking to fill a contract position, a temporary position, or a permanent position, we know the right people who have the skills and talent your organization needs. Click below to begin your search.

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