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3 Tips For Minding The IT Skills Gap
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MarcusF786
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MarcusF786,
User Rank: Apprentice
3/25/2015 | 5:53:45 PM
Both old and new
I agree especially with keeping the current talent on board. There's a lot of change in the IT Industry right now, but that's no reason to start hiring anew. It's a better idea to get a good mix of old and new and then work form there.
nomii
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nomii,
User Rank: Ninja
1/27/2015 | 5:17:56 AM
Re: Huge area of need
@pfretty: I think the main problem is with the investment, organizations haven't started investing in the data analytics as much as it requires. Some of the organizations are waiting to see the effects this technology has brought into their business before making major decisions and investments. Unless they will invest more, they won't be able to key accomplishments from analytics tasks
nomii
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nomii,
User Rank: Ninja
1/27/2015 | 5:11:19 AM
Re: Measuring ambition
@SunitaT0: you cannot hire all the candidates who are best in leading or making decisions. Because everyone will grow with the passage of time and the all will cannot be accommodated in the limited seats at senior positions. So all resources with similar qualities can also be a problem sometime.
nomii
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nomii,
User Rank: Ninja
1/27/2015 | 5:07:18 AM
Re: IT graduates
@shamika: that a lot depends upon the job market conditions, if the market is at boom than hiring a fresh graduate will solve the purpose but retaining them be another headache.
shamika
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shamika,
User Rank: Ninja
1/26/2015 | 2:04:01 AM
Re: Measuring ambition
@Sunita I think this is why we have the HR manager during the interview process. They are more capable in understanding people better.
shamika
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shamika,
User Rank: Ninja
1/26/2015 | 2:00:52 AM
Re: Point #2 is an important one
@Henschen, I agree with you. We have done a similar thing. An individual who worked as a developer was prompted to Data Warehouse Engineer after identifying his talents.
shamika
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shamika,
User Rank: Ninja
1/26/2015 | 1:57:16 AM
IT graduates
"Start Early" is a good initiative. IT firms can hire fresh IT graduates as Interns and see how they perform in their role. If it is satisfactory they can always absorb them as permanent employees.

 
SunitaT0
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SunitaT0,
User Rank: Ninja
1/23/2015 | 2:00:42 PM
Re: Measuring ambition
"How do you assess soft skills like ambition during the interview process? Communication and even leadership should be evident in the resume and even during the interview, but how do you measure a person's ambition? By their enthusiasm? By their rehearsed answer to where do you want to be in 5 years?"

@kstaron: Ambitious candidates are always preffered because ambition leads to better profits for the company. I know many people who hold patents for their parent company and they were selected only because they had some crazy ideas for development in the company. Ambition is necessary. If a candidate agrees to whatever the interviewers throw at him then that shows the candidate is unfit to make his/her own decisions.
SunitaT0
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SunitaT0,
User Rank: Ninja
1/23/2015 | 1:50:58 PM
Re: Point #2 is an important one
@sachinEE: I agree. Conducting tests would guarantee the skill level of employees on the increase. Another kind of practise could be out-house practise. It generally works out well when managed and judged by a member of the management. The thing is, to understand teamwork better, rouge team-members are paired with team playing members into achieving a real life physical project, game-style. The excercises can be varied. I've seen one relay race between two teams, the only thing is, there is no baton. The relay race uses humans to be carried off by their team members, and there the employee is the baton. That needs teamwork, and their learned practices can come in handy while dealing with project issues inside the company.
pfretty
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pfretty,
User Rank: Ninja
1/23/2015 | 12:21:59 PM
Huge area of need
How organizations approach this need will ultimately define their success in years to come. While its true there is a dire need for data scientists today, we also need to invest heavily in building a stronger base for the analytical culture needed for big data success. This was echoed in a recent IDG survey, which showed that the vast majority of organizations rate poorly their ability to accomplish key data analytic tasks.

 

Peter Fretty, IDG blogger working on behalf of SAS
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