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 →
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.”
It’s hard to believe that more than two years have passed since GA made the decision to close its campus doors and go fully remote in the wake of COVID-19. Despite all of the hurdles our students, faculty, and staff have faced, we are incredibly grateful that our community has remained as strong as it has – and that demand for GA’s programs, particularly outside of our urban hubs and in markets outside of the United States, has continued to grow rapidly.
There’s been a lot of change over the last two years. Not just turning living rooms into shared offices, but a total reprioritization of how people want to spend their lives and, subsequently, their careers.
In fact, 20% of American workers have changed jobs since the pandemic began—the majority being millennials and Gen Z, who’ve been working long enough to know what’s not working for them.
But changing your career can be one of life’s most frustrating, emotionally exhausting transitions. If you’ve been doing your soul-searching, hitting endless “Apply now” buttons, and you’re drowning in automated rejection emails, you’re not alone.
No matter how hard it gets, don’t let these four lies hold you back:
Since early 2021, employees have been leaving their jobs in record numbers, and businesses around the globe experiencing this ‘Great Resignation’ have struggled to survive. As the COVID-19 pandemic begins to improve and life slowly gets back to normal, a record number of job openings threaten a range of industries, which don’t have enough skilled employees to fill those roles.
A recent study of 9,000,000 global employees from 4,000 businesses revealed two key insights into which employees are leaving and why:
Resignation rates are highest among mid-career employees. With long careers ahead of them and the experience to know their worth, these employees are in strong positions to create the careers they want. This has created a demand for change: rejection of burnout culture, new standards for how they spend their valuable time and effort, and a hunger for meaning — leading in-demand talent to go freelance, change careers, return to school, or invest in long-term goals and wellbeing.
Resignations are highest in the tech and healthcare industries. This makes sense for health workers, who have been under pressure during this pandemic that is unprecedented in our lifetimes. But the tech side shows another story: COVID-19 provided massive disruption in the way we work in tech, including less in-office bonding, more flexibility in working conditions, and greater autonomy over our time. Employers’ already-huge demand for talent was magnified to survive the accelerated digital transformation, making more lucrative opportunities available to tech talent.