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3 Ways Enterprises Can Secure Big Data Skill Needs

3 Ways Enterprises Can Secure Big Data Skill Needs

Adoption of Big Data systems and solutions has been increasing in businesses all over the globe to make their processes and operations more efficient than ever before. This has led to an increase in demand of workers with skills to operate, maintain and expand those systems to levels where Big Data technology as an enabler can be leveraged. But, a severe shortage of such qualified professionals has given a reality check to businesses to stop relying on the general labor pool and take matters into their own hands. Now, to fuel their businesses with Big Data technologies here’s what enterprises can do to secure the talent they need: 

1. Internal training to bridge the skill gap

Businesses that have Big Data as a core component of their strategic plans would like to recruit employees that can make their data initiatives a success. This usually requires attracting top-tier talent which drives up acquisition and compensation costs. Instead, they should be looking to build their own internal Big Data teams by pulling from existing employee pool and giving them specific training to help justify the current organizational need. This not only motivates employees to enhance their existing skills but also makes them future ready for business’s needs.

2. Resource outsourcing/Centre of Excellence

Sometimes, Big Data initiatives require skill set/resource(s) which the enterprise may or may not have and the cost of developing it from scratch (especially for non-technology enterprises) would not add value in the long run. This simply means that not every Big Data initiative is worth handling in-house and the sooner a business recognizes this, the better. There are several benefits of outsourcing Big Data project(s) to external vendors some of which are listed here below:

Efficiency: Brings specific, focused skills that address your immediate needs and accomplish your business goals more efficiently than your own team or can enable your team to accomplish those goals with fewer or no missteps

Experience: brings best practices and learning that your team may not be familiar with

Cost Savings: cost savings are derived from

• A high quality of subject matter expertise (SME) available for your projects; SMEs are pulled in as needed

• Flexible engagement period

• Significant savings over setting up an internal team

Reduced Efforts: helps mitigate following issues

• Decreases pressure on internal staffing and it buys more time to prepare new internal teams to take over the workload in the future

• Talent retention

• Risk of project failure 

3. Data Democratization

Data democratization is a principle that suggests data should be available to everyone in a given organization or system, not just key specialists or leaders. The principle of data democratization has brought the idea of self-service visualization tools and service architectures that allow larger numbers of users to access data sets. Data democratization is an effective approach that helps in

  • Meeting Big Data talent needs by encouraging the existing employees to expand their work horizon and take initiatives to learn how to use the data that’s been available to them
  • Decreasing the need to maintain larger specialized big data teams

Businesses can follow any of the above-suggested approaches to keep meeting their Big Data talent needs. All they have to do is to take ownership and take the right approach that not only overcomes the skills shortage but also provides a competitive advantage over other companies that believe to fill the gap through traditional hiring route.

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