Business Tips | Dashboards and Data Viz | Data Strategy | Tips & Tricks

Data has become a mechanism both relevant and present across every industry. The context in which data is used and the awareness of how it is used is unique to each industry and individual organization, but its capability to drive change is universal.

Where can organizations look to shift the conversation at their organization and capitalize on the power of their data? One critical area of focus is through talent resources.

As of August 2018, a countrywide shortage of 151,717 professionals with data science skills was recorded, according to LinkedIn’s Workforce Report – a major shift from the surplus of those with data science talent in 2015. From the educational standpoint, there are ways in which this gap can be approached; whether it’s increasing opportunities to provide more learning tools for data literacy or increasing awareness of the high job demand as well as the variety of careers in which data science skills can be applied.

On the professional level, these numbers suggest that organizational cultures are becoming more and more data-centered, and with that comes an increased demand for those carrying a data science skill-set.

What possibilities exist for your organization in closing the data science skills gap?

Training and development within

recruiting data science talent

Do you have employees within your organization that are seeing the increasing value of analytics and are eager to learn more? Instead of only considering deploying your resources to go solely towards recruiting and talent acquisition, you can save time and resources by taking advantage of the potential currently sitting in your office.

However, given the statistics above on the shortage, this is a viable option for organizations facing challenges in bringing on new talent in desired positions or specialized focus areas.

Added Benefits: You invest in your employees providing growth opportunities; simultaneously your organization improves performance in multiple areas such as service, product, continuous improvement and communication.

Hire those with the skills to increase knowledge base

data science skills shortage

Perhaps your goal is to grow your team and recruit new talent. According to Gallup’s Data Science and Analytics Higher Education Survey, by the year 2021, 69% of employers predict they will prefer job candidates with data science and analytics skills compared to those without.

In order for your organization to attract these applicants, it is important to highlight the learning opportunities available to them if you have a training and development program in place. Providing training & development programs will not limit your pool of applicants with every data science skill already checked off.  In a field that is ever-changing, employees want to know they are a vital resource and that they are able to gain experience and grow in their role and provide value to their organization.

Added Benefit: Hiring on talent with existing data science and analytics skills brings fresh eyes to your organization, whether they are entry-level recent graduates or experienced professionals. Through daily interactions and meetings, they can provide informal training to any of your departments or teams with the knowledge they own. Overall, your organization can integrate across different business AND data science perspectives.

Bridge business and data science

science of skill customer service

Two heads are better than one right? Whether you’re training within or hiring external talent, don’t limit yourself to employees that strictly do analytics and employees that don’t touch analytics at all.

  • Employees with a business-focused role can benefit from acquiring analytics and technical skills, just as employees in data-centered roles can benefit from adding business skills to their toolbox. Not only does this provide employees with a more holistic understanding of the work they are performing; they become more versatile as a result. Those making business decisions are limited in their effectiveness without being able to analyze the data driving them, likewise those interpreting data can only reveal so much without being able to transform numbers into terms of business impact.
  • When you bring business and data science perspectives together, your organization can develop roles wherever you see a need and make your organization that much more interdisciplinary, without being dependent on finding the perfect fit.

Added Benefit: Building the bridge creates moments of conversation at the office that fosters and encourages multidisciplinary discoveries. Seeing something from a lens outside your own can bring more clarity. Leveraging individual strengths, bridging business and data science skills will make teams that much stronger and effective.

Implement tools that are easy to use

closing the data science skills gap

As you focus on the people at your business as well as the skills they provide, take a step back!  Think of ways they can apply their skills more effectively and efficiently. This requires looking at your organizations current tools and processes being used for interpreting data and performing analytics.

Recognize if there are pain points with your existing employees and new hires, particularly understanding those with data science skills. Questions to ask yourself as you walk through this exercise:  Are they not reaching the results they see possible in their performance capability? Do they see resource gaps that are inhibiting their potential to go from skill A to skill B? Is there a disconnect with communication between those working more directly with the data and those that are impacted by it?

If you can answer yes to any of these questions, consider implementing data and analytic tools that are simple and easy to use.  A solution that can cut down on time that would otherwise be spent working with communication, data, skill and performance challenges.

A solution like iDashboards works to make every stage of your organization’s data visualization process simple and efficient. iDashboards’ software is easy to use, easy to build, and easy to understand.  It provides an environment that enables those with data science expertise to spend more time providing meaning to the data as well as enables those with business acumen to provide clarity of the KPIs impacting the whole organization. Driving change!

If you’re interested in bringing together the power of data science and business through real-time data visualization, click here to contact iDashboards.

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Diana Cruz Human Resource Director

With a passion for building effective and engaged team members, Diana Cruz is responsible for all facets of Human Resources at iDashboards including but not limited to organization development, compensation and benefits. Prior to joining iDashboards, Diana lead the HR department for the North American division of a leading Global Automotive Software Solutions provider as well as developed and lead the HR department for a Global Tier 1 Automotive Supplier. She enjoys volunteering opportunities within the community as well as baking, crafting and biking.


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