The talent battle for analytics and Big Data talent is hotting up for those executives who wish their company to remain competitive. Traditional and quaint methods of recruitment are hampered by the diversity of big data tools and techniques , a lack of understanding of the right talents and skills required for Big Data , and that everyone has added Big Data to their CV!
This is a big data problem! and there are a number of companies who are already embedding simple reporting and data aggregation techniques into their recruitment processes.
However there are a new breed of Big Data analytics companies targeting the recruitment market place. Their Big Data solutions focussed on more quantitative analysis of skills , using better mathematical, psychological, ontology driven techniques to help identify right candidates and better quality candidates. Companies like www.zubito.com, www.sourcebreaker.com and www.mevitae.com are driving data analytic technologies and making headway into large organisations that demand the best quality talent.
John is a global independent advisor on big data, technologies and using data to create competitive advantage.
A critical new paradigm to consider is that carriers may need to take on a more proactive role in finding talent much earlier than was once considered “normal” in career management parlance. For example, for research scientists, the path to success historically went through research universities that were able to secure funding from large federal agencies such as the NIH and NASA. Increasingly, however, the best path forward is through private industry where capital pools may offer a more stable and less political engine for keeping the research and the patent machine humming.
