Data Scientist Recruiter Agency demand to surge as Shortage Expected as Over Half of Data Scientists Plan to Move Roles in 2020
Recent research, released at the annual Women In Data UK conference by data science consultancy, Mango Solutions, Women in Data has forecast a sector in crisis moving into 2020.
As data becomes the must have for the successful modern business, the race to become a stats-centric organisation investing heavily in core analytics skills has never been higher.
However, a lack of support, funding and time available for upskilling are all cited as challenges within the UK statistical science community.
The signs are that action need to be taken to assess skills gaps and plan to unite individuals to create effective, skilled teams that can rise to the surging challenge for businesses to compete against startups with stats at the core of their DNA
The research conducted amongst UK professionals, predicts that over half of respondents plan to move roles by 2020. That’s pretty nuts
When questioned what was their greatest challenge faced in delivering value, over a quarter (29%) of the survey’s respondents cited lack of support from managers and leaders, along with nearly half (44%) saying that bureaucracy is the greatest challenge they face in their roles. A lack of access to the right tools was also cited as a frustration, with over a quarter (28%) reporting that this was an issue.
According to the survey results, the average tenure in role across all respondents is two and a half years. However, with 56% of respondents indicating an intention to seek new roles within the next 12 months, it’s likely that this churn rate is on an upward trajectory.
Over 50% of respondents identifying as practitioners reported that they have no internal community within which to share an active role. Respondents to the survey who identified as managers stated that operating in siloed teams is the greatest challenge (51%) they have when it comes to delivering value within their organisation.
At the moment no formal accreditation for analyst roles in the UK is available, just when demand has never been higher and is still growing
Currently there are many points of entry into the profession, which makes such accreditation very hard and startups are now paying top dollar for Analysts with proven in field experience to circumnavigate this lack of qualification transparency.
Although this sentiment is also reflected across the industy as when asked, over half of respondents indicated that they do not see the need for accreditation. However, the lack of a standardised set of criteria to form a framework and description for analytical roles, including learning and development for skills advancement has the potential to make recruiting for these roles challenging.
Machine learning is the top area for skills increase in 2020 and so Data Science Recruiters will focus on this area
Almost half of data scientists who identified as fulfilling a leadership role said that skills shortages are posing the greatest challenge to delivering value within their organisation.
With four out of five (86%) of managers reporting that it is difficult to hire talent in the sector the need for an experienced Data Scientist Recruiter has never been higher
When asked how they were planning to plug this skills gap, upskilling was the number one strategy being deployed, with over two thirds (69%) of the managers revealing that this is how they plan to address the shortage within their organisations.
However, when asked what prevents them from learning a new skill, time was cited as the key barrier by 70% of respondents. Additionally, not knowing where to start (32%), and funding (25%), were cited as issues preventing upskilling in the next year.
Of those who plan to skill up in 2020, the three most popular topics for future development which the Data Scientist Recruiter agency will need to focus on
- Machine Learning (57%)
- Big D analytical technologies (e.g. Spark, Storm, Flink) (49%)
- Big D technologies (e.g. Hadoop, Mongo DB, others) (44%)
From a management perspective, the skills most scarce across their organisations are:
- Visualising (43%)
- Programming (35%)
- Technology (35%)
- Communication (34%)
“Due to the dynamic and growing nature of statistical science, creating a data science team with the optimum blend of analytic and “soft” business skills is costly and complex. There is a scarcity of resources and a lack of common understanding around existing analytic skillsets and job descriptions.
Rich Pugh, co-founder at Mango
“As more organisations embrace data-driven transformation, there has never been a more urgent need to upskill and resource data science teams across a wide range of sectors and departments. Data science should be considered as a team sport, with the combined skills of each member contributing to success. If organisations can’t hire people with all the skills required, I would urge them to look at what skills are in existence internally and create a team of people with complementary skillsets. That way, as a collective team, firms can create a solid foundation for driving data-driven transformation.”
Rich Pugh, Chief Data Scientist and co-founder at Mango
“We are asking our members, and the wider business community, to help us to demystify perceptions around data science as a way to address the skills gap and appeal to a wider ranging section of professionals. Data-driven organisations have a massive opportunity to attract and recruit the right talent, growing a data science community that is thriving, challenging and lucrative.”Roisin McCarthy, co-founder of WiD
All this macro level demand and supply challenges favour the data scientist recruiter who has the network to place experienced candidates with companies becoming increasingly desperate for high grade candidates as demand continues to surge into 2020.