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Cuts both ways, there’s way too many people who are technical with 0 domain knowledge. And very few technical folks in any given domain. We’re just entering a new era where basic scripting, viz, and ETL abilities are table stakes and you need to actually know how to apply it to solve valuable business problems
I agree with this so much. Folks are so focused on picking up technical skills, how to create a complex solution and advancing IT but forgetting what the core business use cases that actually drive revenue are
s a job seeker looking for mid-senior roles in the data science and analytics space, I’ve observed that many job descriptions often fail to clearly convey the specific problems the role is designed to solve. Instead, they tend to focus on listing tools, software, and frameworks, which can feel more like a checklist than a genuine assessment of a candidate’s fit for the role.
This can be frustrating, as it attracts candidates who may excel at writing resumes filled with buzzwords but might not truly understand the challenges the role entails. Personally, I’ve faced many rejections and often feel that companies overlook the opportunity to have conversations that could reveal my unique strengths. Interestingly, in my last job, I was hired specifically because I didn’t have direct experience in the field, and I learned that over 100 people were interviewed before me.
I would suggest to hiring managers to consider looking for something a bit "unusual" or "unconventional" among applicants—you might strike gold! Relying solely on AI screening can lead to missed opportunities for valuable candidates. A fresh perspective can bring innovative solutions and new ideas to the table. Ultimately, fostering open dialogue between job seekers and hiring managers could benefit both sides, leading to better matches and a more fulfilling hiring process.
This situation may seem incongruous and contradictory. I am looking for work as an analyst and data entry specialist with experience in statistical and epidemiological analysis as well as in descriptive and clinical research, and I have not found anything yet.
Bingo. I’m hiring, but need more than 2-3 years of tech experience. Most of these junior profiles fail to truly deliver in todays environment
5 years in services? Dm away
Are you hiring for junior roles? If so, I'd be interested!
Analyst 2 - so not fresh grads but typical profile is ~2ish years experience. Feel free to DM a bit of background on your current role and we can chat a bit more
We have an overwhelming volume of junior resource applications but are struggling to find any quality candidates at any senior level
Also struggling to find people who can effectively build and manage a team as they move up
I'm currently looking for work in the UK (West Yorkshire area) with over twelve years experience. I have a degree in Management, have a good knowledge of Kaizen and a proven track record in four different sectors (healthcare, manufacturing, warehousing / distribution and logistics). And the market is screaming out for people like me.
The reason I'm still looking is, everyone wants different qualifications (often from organisations that have a training programme that you can only join via your employer, who has to pay for it). And some of those qualifications - when you finally get them - are meaningless to the company you're applying for.
For instance, I've got a certificate in NLP (neurolinguistic programming). That training was cutting edge at the time - how to mirror your language to the organisation and people you're dealing with, how to adapt to their mood (you can de-escalate an angry customer by tweaking your language and changing your body language).
In a nutshell, I am confident that no matter what company I go into, I'd hit the ground running, improve their business (productivity, turnover, EBITDA, win rates and so on). But if they insist that the successful applicant has a specific qualification that isn't recognised industry-wide (or has been in the field so long, none of their former employers have felt the need to send them off to get that somewhat redundant bit of paper) then I'll never get that opportunity.
So my solution for any one struggling to recruit a decent analyst (with my old solutions analyst hat on) is this:
Why not take someone on for a trial period, and see if they have the motivation, skillset, attitude and learned experience that will add value to your business. If they tick all the right boxes, who cares if they don't have a flashy cardboard certificate?
Hi, I am currently applying for Data analytics roles. Can I message you to see if I am a fit / share my resume with you?
Thanks!
Hi, I am currently seeking Data analytics roles and I have 2+yrs of experience and a masters degree in Data science. Looking forward to have a chat with you and share my resume. Hoping for a positive response.
I am high qualified, can we meet to show my experience with work sample by zoom?
It seems there is a mismatch in the advanced or even niche skills companies are looking for versus what folks have had the opportunity to have.
But with the speed of tech right now, it feels like employers need to invest more in finding employees with the potential to learn and giving them the necessary upskilling in the context of their firm.
Currently looking for a data analytics role. I have 3 years of experience as a D&A consultant