Recently the Chief Data & Analytics Officer (CDAO) Apex East gathered more than 40 enterprise data leaders from businesses like Unilever and Walmart. Since data analytics is one of the fastest-growing fields today, we were excited to attend and learn more about how leading enterprises are creating data-driven cultures and implementing emerging technologies like AI and machine learning (ML).
While the event covered important technical topics ranging from data quality to data lakehouses, the biggest challenge facing data leaders wasn’t on the formal agenda. Almost everyone we spoke with echoed the same theme: recruiting, training and retaining data talent is becoming increasingly difficult in today’s hot labor market.
We spoke with multiple data leaders about how they are getting creative and innovating to solve their talent challenges.
We know that marketing has come a long way since the days of Don Draper’s gut feelings. Yesterday’s marketers relied on just a few one-way channels to spread the word about their product, often doing little more than informing audiences of its existence.
But as the internet burst with new means of connection, marketers have upped the ante, using the abundance of platforms to build high-performing, reciprocal relationships with ever more-sophisticated consumers.
The modern marketer is part artist, part data analyst, part tech pro — and our marketing teams now call for skills once only common in engineering organizations. Marketing leaders must recruit effective marketers with a wide range of skills, but for even the most adaptive leader, it’s near impossible to keep up with the rate of change.
We’re at a turning point in our world—and in talent. Employers are struggling to fill roles across sectors, and the talent shortage will only continue as the economy becomes increasingly digital. The pandemic has accelerated the need for digital skills and normalized remote work. Meanwhile, the Great Resignation is underway, workers are seeking opportunities that better support their lifestyles, and workforce diversity and inclusion objectives are critical.
How can companies evolve their talent strategies to adapt to these circumstances?
Community reskilling is one powerful option for tackling these challenges head-on. These initiatives involve companies forming public-private partnerships to source, train, and hire non-traditional candidates from underserved communities—often with the help of a reskilling partner like General Assembly. We just launched an in-depth whitepaper on the topic—download it here.
So, you want to do a coding bootcamp, but you’re unsure of the career opportunities post-graduation. Here is your ultimate guide to where a coding bootcamp can take you, how a coding bootcamp works, hot tips from GA’s coding bootcamp graduates, and much more.
What is a Coding Bootcamp?
A coding bootcamp can also be described as a concentrated course that teaches the essential skills and real-world coding acumen in a short-term intensive and often immersive education program.
The history of the coding bootcamp began in 2011 when a forward-thinking tech company offered a five-month free developer training with a job guarantee for those who finished the program. Eleven years later, the popularity of coding bootcamps has exploded as the demand for employment of software developers and engineers is projected to rise by 22% between 2020 and 2030.
First and foremost, it’s critical to understand the difference between data analytics and data science. To do so, let’s take a look at a definition of both. According to Northeastern University, data analysis involves answering questions generated for better business decision-making. It uses existing information to uncover actionable data and focuses on specific areas with specific goals.
On the other hand, data science focuses on discovering new questions that you might not have realized needed answering to drive business innovation. Keep reading for an in-depth overview of both disciplines to decide which career path would better suit your career aspirations.
Making a career change can be scary, especially if self-doubt of “I’m not good enough” starts creeping in. However, there is no point in staying in a job or career that no longer brings you joy or fulfills you professionally.
If you’re reconsidering your career, you’re not alone — over the last two years, over 50% of employed Americans have considered a total career revamp. Chances are, you know a relative or friend who is going through a similar career dilemma right now.
If you’re considering making a bold move to data analytics, we’ve got you covered. Understand if a career in Data Analytics is right for you in four easy steps.
With the Great Resignation, there’s a new power dynamic in town. Employees are re-prioritizing, looking to new careers and internal mobility to help them grow and find meaning. As you get used to this new landscape, there are many benefits to be received — not only for workers, but for the companies they serve.
Whether you’ve had a gap in your resume or are fed up with your current job, a career change with a family can be daunting. Why? It’s not only you that you have to consider.
A career change for a parent means an adjustment for the entire family. You may need to reshuffle your family’s schedule, childcare, and household responsibilities to transition into a new job, plus adjustments for any training you need along the way.
Many career changers don’t make a career pivot despite having kids, they do it because of their kids. You might want a more flexible schedule, more time off, or a pay bump to support your growing family. Remember: watching you burn out in a toxic job isn’t the kind of example you want to set.
The career path that worked for you in your twenties may not work for you anymore, and that’s okay. Sometimes you need a little help from your friends. That’s why we asked a real-life career changer for tips to help you reinvent your future..
It’s no secret. Tech talent is in high demand across industries, but finding people with the skill sets to fill these roles has been challenging, causing competition amongst businesses for talent in tech — in software engineering, UX design, data science, and digital marketing. As a result, jobs in data analytics, computer science, cloud computing, software engineering, digital marketing, and others pay well.
So what does “pay well” really mean? Using data from PayScale, Glassdoor.com, we’ve put together the numbers for the most common entry level tech jobs. (Note: salary levels quoted below are for the U.S. and can vary from country to country.) Continue reading →
5 Things You Can Do Today to Drive Loyalty Long-Term
In our last post we talked about how leaders should rethink their approach to the Great Resignation. In this post, we’ll discuss how leaders can build positive cultures while everyone is quitting. We sat down with culture expert,Bob Gower, who has spent the bulk of his career working with leaders to create effective teams, to get his advice on building cultures that survive the wave of resignations.
The cultural causes of the Great Resignation
To understand the Great Resignation, leaders need to get to the heart of why employees are quitting. The COVID-19 pandemic reminded employees that they have a choice in where they work and how they spend their time. “The power has often been in the hands of management or of companies,” Gower explained. “The Great Resignation is both people reevaluating themselves and taking power over their lives.”