© 2013 CareerBuilder© 2013 CareerBuilder | Survey conducted by IDG Research Services, April 2013Hiring Big Data Talent
© 2013 CareerBuilderSampleField Work March 26, 2013 –April 16, 2013Total Respondents 312Collection OnlineQuestionnaireNumb...
© 2013 CareerBuilderTotal Respondents Organization Size312Less than 10,000 employees 55%10,000 or more employees 45%Averag...
© 2013 CareerBuilderExecutive IT leadership at larger enterprises is leading the charge for big datainitiatives. Sixty-two...
© 2013 CareerBuilderDespite poor alignment of available skills with big data initiatives, most respondentsindicate that bu...
© 2013 CareerBuilderSURVEY RESULTS► 5 ◄
© 2013 CareerBuilderForty-six percent of respondents indicate that their organizations havedeployed or are in the process ...
© 2013 CareerBuilderSixty-one percent of respondents report that IT management (either senior-levelor manager/director lev...
© 2013 CareerBuilderA majority of respondents are involved with the purchase or management ofthe technologies involved wit...
© 2013 CareerBuilderThe top challenge reported by respondents is a lack of big data skills among their existing IT employe...
© 2013 CareerBuilderForty-six percent of respondents indicate that their organizations havedeployed or are in the process ...
© 2013 CareerBuilderA majority of respondents are involved with the purchase or management ofthe technologies involved wit...
© 2013 CareerBuilderSpending on training of existing staff and recruitment of new staff have mirrored eachother over the p...
© 2013 CareerBuilder4%7%2%38%50%28%44%38%49%12%5%18%2%1%2%Total (n=312)Deployed/deploying big datainitiatives (n=145)Plann...
© 2013 CareerBuilder5%2%9%34%31%38%40%41%40%16%20%11%4%6%3%Total (n=312)Organizations with <10,000employees (n=171)Organiz...
© 2013 CareerBuilderOverall, respondents anticipate meeting about 60% of their big data staffing needsthrough existing emp...
© 2013 CareerBuilder30%42%9%44%45%44%7%4%13%18%9%34%Total (n=187)Organizations with <10,000employees (n=119)Organizations ...
© 2013 CareerBuilderMost organizations have focused on more traditional methods such as training tomeet big data talent ne...
© 2013 CareerBuilderBase: 312 qualified respondentsSelect responses:“We have major data issues where each department has b...
© 2013 CareerBuilderIDG Research Services specializes in marketing and media-related research for technology marketers. As...
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Hiring Big Data Talent

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Executive IT leadership at larger enterprises is leading the charge for big data initiatives.

There is a talent shortage of employees able to successfully execute on big data initiatives at 88% of respondents’ organizations.

The current alignment of existing employees’ skill sets with organizations’ big data initiatives shows room for improvement.

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  • Unemployment rate is 8.1% which equates to about 13 million people unemployed. So the question is why are 3 million jobs open month after month? Why do one in every 3 recruiters say they have jobs they cannot find talent for? Unemployment for healthcare is 2.4%, college grads is 4.3%, pharmacists 1.4%For those of us in the business of finding talent there are two main challenges before us – one there is a scarcity issue. Even with 13 million people unemployed, there is fierce competition for specific skill sets especially in healthcare, IT, and even manufacturing.The other issue is the complexity of the current recruitment landscape and how the digital world has changed the way that employers and potential employees interact. The jobseeking process has evolved with the widespread access to technology. So how can compete for this scarce talent effectively?
  • Hiring Big Data Talent

    1. 1. © 2013 CareerBuilder© 2013 CareerBuilder | Survey conducted by IDG Research Services, April 2013Hiring Big Data Talent
    2. 2. © 2013 CareerBuilderSampleField Work March 26, 2013 –April 16, 2013Total Respondents 312Collection OnlineQuestionnaireNumber ofQuestions14 (excludingdemographics)MethodSurvey GoalsTo understand if there is a talent shortage at organizations with respect to the skillsrequired for big data initiatives, the challenges organizations are facing implementingtheir big data initiatives/recruiting talent, and the steps they are taking to address thosehiring challenges.AudienceRespondents were screened for: a job title of at least IT manager or higher;involvement in IT hiring decisions within their organization; and employment at anorganization with at least 500 employees that has already deployed or plans to deploybig data initiatives.METHODOLOGY & RESEARCHOBJECTIVES
    3. 3. © 2013 CareerBuilderTotal Respondents Organization Size312Less than 10,000 employees 55%10,000 or more employees 45%Average # of employees: 28,350Job Title BreakdownAllRespondents<10,000employees10,000+employeesC-level (CIO, CTOCSO)25% 33% 14%Executive VP/Sr.VP/VP12% 10% 13%Director/Manager 64% 57% 72%Top Represented Industries17%13%12%9%8%5%5%Public sector/Nonprofit(including govt and…Banking & Financial ServicesHealthcareTechnologyManufacturing/Auto/IndustrialBusiness/ProfessionalServicesInsuranceMETHODOLOGY & RESEARCHOBJECTIVES
    4. 4. © 2013 CareerBuilderExecutive IT leadership at larger enterprises is leading the charge for big datainitiatives. Sixty-two percent of respondents at enterprises with at least 10,000 employeesindicate their organizations have already deployed/are currently deploying big datainitiatives, compared with only 33% of enterprises with less than 10,000 employees. Whenasked who is driving those initiatives, IT plays a key role, with 36% reporting thatsenior/executive IT leadership is the primary driver, and 26% reporting that IT managementis the primary driver.The current alignment of existing employees’ skill sets with organizations’ big datainitiatives shows room for improvement. Only 4% of respondents surveyed rated thatalignment “excellent,” with most rating it “good” (38%) or “fair” (44%), highlighting thelimitations employers often find within their existing workforce. The problem is magnified atorganizations in the planning/consideration stages – only 31% of respondents at thoseorganizations rated the alignment as excellent or good. Larger organizations have placed agreater emphasis on finding/recruiting big data talent to address the gap. At organizationswith at least 10,000 employees, 47% rate finding/recruiting talent as a critical or high priorityamong all IT priorities, compared with only 33% at organizations with less than 10,000employees.There is a talent shortage of employees able to successfully execute on big data initiativesat 88% of respondents’ organizations. A majority (52%) feel that it is the same as the shortagefor other IT positions, but 29% feel that the shortage is worse than other positions while only8% feel that it is better. This shortage negatively impacts organizations: 39% of respondentsreport difficulties making data driven decisions, 36% are falling behind in their big data initiativesor have unfinished projects, and 35% have a mismatch between the skill sets of people leading big data initiativesand the skill sets required for those roles.KEY FINDINGS
    5. 5. © 2013 CareerBuilderDespite poor alignment of available skills with big data initiatives, most respondentsindicate that budgets at their organizations have remained the same over the past 12months. A majority of respondents report budgets to train existing staff for big datainitiatives (57%) and recruitment of new IT staff for big data initiatives (51%) remained thesame.Organizations are taking several steps to address the shortage in talent. Onaverage, respondents report there are currently 10 open reqs for big data-related positionsat their organizations. At least one-quarter report taking steps such as sending currentemployees to external training programs (43%), starting internal cross training with otherdepartments (30%), and searching other departments within the organization for talent(26%) as methods for filling the talent gap.KEY FINDINGS (continued)
    6. 6. © 2013 CareerBuilderSURVEY RESULTS► 5 ◄
    7. 7. © 2013 CareerBuilderForty-six percent of respondents indicate that their organizations havedeployed or are in the process of deploying big data initiatives. Another 19%have plans to deploy big data initiatives within the next 12 months.Base: 312 qualified* respondents19%28%19%19%15%We have already deployed/implemented bigdata projects/initiativesWe are in the process of implementing orpilot testing big data projects/initiativesWe have plans to deploy or implement bigdata projects/initiatives during the next 12monthsWe are considering deploying orimplementing big data projects/initiativeswithin the next 13-24 monthsWe are likely to implement big dataprojects/initiatives in the future but we arestruggling to find the right strategy orsolutionsOrganizations with10,000 or moreemployees are nearlytwice as likely to havedeployed/started todeploy big datainitiatives than thosewith <10,000employees.*All respondents were screened for big data plans; Overall, 8 out of 10 companiesresponding currently have or plan to deploy big data initiatives.“Is your company (at the workgroup, departmental, division orenterprise level) currently considering or embarking on any bigdata projects or initiatives as defined in this survey?”
    8. 8. © 2013 CareerBuilderSixty-one percent of respondents report that IT management (either senior-levelor manager/director level) is primarily driving big data initiatives, compared withonly 32% who say business management is driving the initiatives.Base: 312 qualified respondents36%26%21%11%2%1%1%2%1%Senior or Executive IT leadership(e.g., CIO/CTO or VP of IT)IT management (e.g., IT Directors, ITManager)Executive business leadership(e.g., CEO, EVP, CFO)Line of business management(e.g., Business unit, department or work…Business staff (non-management)IT staff (non-management)Vendors, consultants, partnersOtherDon’t know“Who was/is the primary driver for big data initiatives at yourorganization?”
    9. 9. © 2013 CareerBuilderA majority of respondents are involved with the purchase or management ofthe technologies involved with their organizations’ big data initiatives.Base: 312 qualified respondents62%61%49%43%29%I have involvement in or influence over thepurchase of technologies/solutions that will helpme/my company extract value from big data setsby enabling data capture, integration and/oranalysisI have involvement in the implementation orongoing management of technologies/solutionsthat will help me/my company extract value frombig data sets by enabling data capture, integrationand/or analysisI have involvement in setting organizationalstrategies/goals/needs related to the use of bigdata at our companyI have involvement in hiring IT talent for mycompany’s big data initiativesI am a knowledge worker in a role that benefitsfrom the access, capture, integration and/orsharing of big data“Which of the following applies to you and your role at work?(Please check all that apply.)”
    10. 10. © 2013 CareerBuilderThe top challenge reported by respondents is a lack of big data skills among their existing IT employees. Ofthose directly involved in hiring big data talent, approximately half report that a lack of employees, lack ofresources, and difficulties finding new IT talent with big data skill sets are also key challenges.Base: 312 qualified respondents50%44%36%35%35%27%24%20%6%3%62%51%49%49%43%36%33%19%1%2%42%39%26%25%29%20%18%20%10%3%Limited big data expertise/skills among existing IT employees(i.e., we know who we have and find our team lacking)Too few IT employees to keep pace with big data projectdemands placed on the organizationLimited resources for training existing IT employees for bigdata initiativesDifficulty finding new IT talent with the right skill set for bigdata initiativesDifficulty finding talent that can go beyond data analysis tocommunicate actionable findings effectively to the business…Difficulty defining the skill sets needed for the roles we needor are creatingDifficulty attracting new IT talent with the right skill set for bigdata initiatives to our companyChallenges retaining existing IT employees with big dataappropriate skill setsNone of the aboveDont knowTotal (n=312) Involved in hiring big data talent (n=134) Not involved in hiring big data talent (n=178)“Which of the following are key challenges facing your companytoday with respect to its big data initiatives/strategies? (Pleaseselect all that apply.)”
    11. 11. © 2013 CareerBuilderForty-six percent of respondents indicate that their organizations havedeployed or are in the process of deploying big data initiatives. Another 19%have plans to deploy big data initiatives within the next 12 months.Base: 312 qualified respondents29%52%8%12%Yes, and it is worse than theshortage for other ITpositionsYes, and it is about the sameas the shortage for other ITpositionsYes, but it is better than theshortage for other ITpositionsNoThirty-six percent ofsenior-level titles(VP+) view the bigdata talent shortageas worse than theshortage for otherpositions, comparedwith only 24% ofdirectors/managers.“Is your company facing a shortage of IT talent able tosuccessfully execute on big data initiatives?”
    12. 12. © 2013 CareerBuilderA majority of respondents are involved with the purchase or management ofthe technologies involved with their organizations’ big data initiatives.Base: 276 respondents who indicated their organization is facing a big data talent shortage39%36%35%31%26%9%2%11%We have difficulties making data-driven decisionsWe are falling behind in our big datainitiatives/have many unfinished projectsWe have people leading/involved in big datainitiatives without the qualifications/skill sets…We have a long queue of big data projects we areunable to accommodateWe rush through initiatives and end upcompromising data qualityWe have seen our revenues decline or newrevenue opportunities disappearOtherDont knowUnqualified big dataproject leads aremore common atlarge enterprises withat least 10,000employees (41%).“How is the big data talent shortage impacting your company?(Please select all that apply.)”
    13. 13. © 2013 CareerBuilderSpending on training of existing staff and recruitment of new staff have mirrored eachother over the past 12 months. A majority of respondents reported both budgetsremained the same, with roughly 3 in 10 respondents reporting an increase.29%57%10%5%Increased Remained the same Decreased Not sureBase: 312 qualified respondents30%51%13%6%Recruitment of new IT staff for big data roles/initiativesTraining of existing IT staff for big data roles/initiatives“How has your company’s spending in the following areaschanged in the past 12 months?”
    14. 14. © 2013 CareerBuilder4%7%2%38%50%28%44%38%49%12%5%18%2%1%2%Total (n=312)Deployed/deploying big datainitiatives (n=145)Planning/considering/likely todeploy big data initiatives (n=167)Excellent Good Fair Poor Dont knowThose with big data initiatives in place or in progress rated the alignment of their existingIT employees’ skill sets much higher than those planning or considering big datainitiatives; however, a substantial percentage (43%) still rated the alignment fair/poor.Base: 312 qualified respondents% Excellent/Good43%57%31%“How would you rate the alignment of the skill sets of yourexisting IT employees with your company’s big data initiatives?”
    15. 15. © 2013 CareerBuilder5%2%9%34%31%38%40%41%40%16%20%11%4%6%3%Total (n=312)Organizations with <10,000employees (n=171)Organizations with 10,000+employees (n=141)Critical priority (5) High priority (4) Moderate priority (3) Low priority (2) Not a priority (1)Finding/recruiting big data talent is a significantly more important priority for largerenterprises. It also is significantly more important for organizations that havealready deployed or are currently deploying big data initiatives – 54% rate itcritical/high compared with only 27% in the planning/consideration stage.Base: 312 qualified respondents% Critical/High39%33%47%“Thinking about your companys IT hiring needs, where doesfinding/recruiting talent for your big data initiatives fall amongall other IT hiring priorities?”
    16. 16. © 2013 CareerBuilderOverall, respondents anticipate meeting about 60% of their big data staffing needsthrough existing employees. They expect the remaining 40% to be split nearly evenbetween hiring new external talent and outsourcing to a third party.60%18%21%Existing IT staffNew staff (hired from outside thecompany)Outsourced to a third partyBase: 312 qualified respondentsNote: 6% of respondents answered “don’t know” and did not provide percentages“Thinking about your company’s overall big data staffing needsover the next 12-18 months, what proportion do you anticipatewill be met by the following (total must equal 100):”
    17. 17. © 2013 CareerBuilder30%42%9%44%45%44%7%4%13%18%9%34%Total (n=187)Organizations with <10,000employees (n=119)Organizations with 10,000+employees (n=68)0 1-5 6-10 More than 10Larger enterprises report having significantly more open positions related totheir big data needs. Overall, most organizations have five or fewer open reqsfor big data jobs/roles.Base: 187 respondents who provided a numerical answerAvg. # of open positions10715“How many open reqs for jobs/roles related to yourorganization’s big data needs do you currently have?”
    18. 18. © 2013 CareerBuilderMost organizations have focused on more traditional methods such as training tomeet big data talent needs. A substantial number (28%) report that they have nottaken any extra steps to fill open big data-related positions or retain employees.Base: 312 qualified respondents43%30%26%23%17%14%14%11%9%9%1%28%Sent current employees to external training programsStarted internal cross training with other departmentsSearched other departments (outside of IT) within the organization fortalentOffered flex hours and/or telecommuting optionsOffered signing bonuses or recruiting bonuses specifically for positionswith big data skill setsInvested in a human capital management (HCM) solution that helps usto recruit strategically using dataMade the IT office more casual/fun (e.g., game room, pizza lunches)Tied salary increase or promotion to big data trainingOffered "free" time to work on special projects chosen by employee(s)Increased advertising budget for open positions with big data skill setsOtherWe have not taken any extra steps to hire for or retain positionsrequiring big data skill sets“Which of the followings steps has your organization taken torecruit new talent or retain talent for big data initiatives?(Please select all that apply.)”
    19. 19. © 2013 CareerBuilderBase: 312 qualified respondentsSelect responses:“We have major data issues where each department has built their own systems and data keys/dictionaries so talking from one system to anotheris difficult as well as trying to align data across the organization from end to end. We are in the middle of a multi-year project to build a new cross-functional data store but lack the resources and talent for me to believe it will be successful.”“Data warehouse project using information from multiple systems. Expansion of SalesForce CMS to cover multiple new uses. Reprogrammedstaff fro the SalesForce initiative. May hire consultants.”“Two major clients are asking about big data driven projects. This would benefit everyone, but especially these 2 clients. However, we have beenin a hiring and salary freeze for the past 2 years. So a VERY limited number of people are attending outside training and are expected to bringthat knowledge in house to share with others.”“New cloud technology required hiring new techs in the technology and training existing ones on the new tools.”“One of our organizational entities is engaged in a massive effort to move their procurement system from a batch and queue lagging methodologyto offer their customers real-time pricing analytics based on current spend. Ton of integration work to get started, then analysis needed to informand execute on the data.”“We needed to hire someone that had the skills to reorganize our big data solutions in house and we needed someone to work part time to workaround the other staff members in order to finish the project. It was a couple months long project and the person was to start in a couple weeks. Itwould be a temporary job but would require the person to be knowledgeable in big data solutions and other IT skills.”“Aggregation of social media, consumer action, perception metrics and consumer insights into one MDM/ETL engine for consolidation of theconsumer brand experience as well as strategically gauging the brand health based on real consumer actions.”“Targeted advertising project. We accomplished the staffing requirements by realigning existing staff who were conversant in Big Data, but in thelong run this model is not sustainable. Will have to hire or outsource.”“We are looking to create a new "data lake" for our data warehousing needs. Also looking to replace many of our Teradata instances with new bigdata solutions. Have been attempting to hire new employees with the desired skills. Also trying to do internships with qualified college students.”“Please briefly describe a recent example of a big data initiativeat your company that required an investment in staff (eitherhiring new staff or retraining existing staff) to accomplish.”
    20. 20. © 2013 CareerBuilderIDG Research Services specializes in marketing and media-related research for technology marketers. As a division ofInternational Data Group (IDG), the worlds leading technologymedia, research, and event company, IDG Research Servicesbrings the resources and experience of a large, global companyto its clients in the form of a small, customer-focused business.
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