USING ANALYTICS TO BUILD YOUR ANALYTICS BENCH...USING ANALYTICS TO BUILD YOUR ANALYTICS BENCH Greta...
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USING ANALYTICS TO BUILD
YOUR ANALYTICS BENCH
Greta Roberts IIA Faculty Member
CEO Talent Analytics, Corp.
20 March 2013 ©2013 Talent Analytics, Corp. | All Rights Reserved 1
¡ Problem building analytics bench ¡ Current approaches ¡ 2012 Analytics Professional Study
§ Macro view - demographics
§ What they do at work
§ Micro view – what drives them
¡ Fingerprint / Benchmark
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AGENDA
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TALENT ANALYTICS, CORP.
¡ In the business of predicting human behavior
¡ Customer behavior
TALENT ANALYTICS, CORP.
Employee
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THE TALENT ANALYTICS MODEL
¡ Well documented mental model § (1) Human Ambitions (2) Human Behaviors § 11 quantitative factors
¡ Modern cloud technology directly measures “natural talent” to this model
¡ We (and Consulting Partners) do the data science § Correlate with business performance § Benchmark success
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SIMPLE, ELEGANT WORKFLOW
Online Questionnaire
Talent Analytics’ Advisor™
Output
• 11 numbers • CSV for Analytics
Models • Directly inside of
Salesforce.com • Other software
FACULTY: INTERNATIONAL INSTITUTE FOR ANALYTICS
¡ Research Director: Tom Davenport, Ph.D. ¡ IIA: The only research firm dedicated exclusively to
defining the path to analytics excellence
¡ Offers the reliability of a world-class research library and faculty team, the benefits of a professional association, and the inspiration of a face-to-face network
www.iianalytics.com
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BUILDING ANALYTICS BENCH:
THE CHALLENGE
FACTORS: WHY BUILDING ANALYTICS BENCH IS CHALLENGING
¡ Practice of analytics still in formation
¡ Very young field
¡ Very young practitioners
¡ Comparison to others is difficult
¡ “The sexiest job of the 21st century”1 1 Thomas Davenport, D. J. Patil, October 2012 HBR
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¡ Demand > Supply § McKinsey Global
Institute: “By 2018, the US could face a shortage of 140,000 to 190,000 analytics professionals”
§ CIO.com Bob Violino: “Every single client says they are struggling with finding and retaining BI talent”
FACTORS: WHY BUILDING ANALYTICS BENCH IS CHALLENGING
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2 POSSIBILITIES
¡ Talent supply problem
¡ Role definition problem
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¡ Requirements over-specified?
¡ Competing requirements?
¡ Impossible to fill
¡ Study begins clarifying what is important / not
DEFINITION PROBLEM?
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APPROACHES TO HIRING
APPROACHES TO BUILDING ANALYTICS BENCH
¡ Subjective measures ¡ Science and objective measures ¡ Both
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Analytics Thought Leaders
FIRST SOME ANECDOTES
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ANECDOTAL GOLD
¡ Simon Zhang, LinkedIn - “People we’ve rejected are those who do exactly what has been told. We need people who go way beyond what has been asked, even to the point of asking why the question has been asked.”
¡ John Elder, Elder Research - “Great analytics professionals are used to working with uncertainty; willing to work with noise.
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ANECDOTAL GOLD
¡ Jeanne Harris, Accenture – “What signals a bad hire? If commercialization makes them fall apart (a schedule, project demand, business output) this can be a huge barrier.”
¡ Ted Vandenberg, Farmers Insurance – “A hiring mistake? Making an advanced degree an absolute. Academic backgrounds are a proxy for how analytics professionals think.”
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¡ “We hire externally because internal candidates don’t have the technical skills”
BIGGEST CONTRADICTION
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¡ “We hire externally because internal candidates don’t have the technical skills”
¡ “Biggest mistake you can make is hiring for technical skills”
BIGGEST CONTRADICTION
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NOW THE SCIENCE
¡ Talent Analytics, Corp. § Greta Roberts CEO § Pasha Roberts CAO § John Muller Chief Data Scientist
¡ International Institute for Analytics
§ Tom Davenport IIA Cofounder, Research Director § Robert Morison IIA Faculty, Co-Author Analytics at Work § Bill Franks IIA Faculty, Chief Analytics Officer, Teradata &
Author Taming the Big Data Tidal Wave § Greta Roberts IIA Faculty, CEO Talent Analytics, Corp.
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STUDY TEAM
¡ Gathered data online via questionnaire ¡ Dates: June – August 2012
¡ Sources: Meetup, LinkedIn Groups, Analytics Media, PAWCON
¡ Referrals: Several companies with > 25 people
¡ Google Spreadsheet/Forms + Talent Analytics Advisor™
¡ Collected: 304 “deep dive” Data Scientists / Analytics Professionals
METHODOLOGY
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¡ Analytics approach can help solve problem of building analytics bench
¡ Included measurements of “potential” (natural talent)
¡ Focus on practical outcomes vs. purely academic interests
STUDY SUMMARY UNIQUE ELEMENTS
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¡ Primary Tool: R
¡ Three Methods: § Descriptive Statistics § Fuzzy Clustering § Tree Modeling
DATA ANALYSIS
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ANALYTICS PROFESSIONALS
DESCRIPTIVE STATISTICS
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AGE
¡ 57% under 40
¡ 17% over 50
GENDER
§ 72% male
§ Gender trend similar across all age groups
AGE AND GENDER
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¡ 47% have Masters
¡ 36% have Bachelors Degree or Less
¡ 16% have Doctorates
HIGHEST EDUCATIONAL DEGREE
degree.highest
Pct
0
10
20
30
40
None Bachelors Masters Doctorate
3
33
47
16
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BS BA
MSMA
Ph.D.
None
¡ Dominated by: § Math, Statistics, Business
¡ Many: § Computer Science, Engineering, Liberal Arts,
Engineering, Operations Research
¡ Surprisingly few: § Science, Finance, Economics
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DEGREE AREA
¡ Consistent with Age
¡ 45% < 10 years
¡ 9% > 30 years
TOTAL YEARS PROFESSIONALLY EMPLOYED?
yrs.work
Pct
0
5
10
15
20
0 10 20 30 40 50
2223
17
10
13
7
2
0 0
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0 10 20 30 40 50
¡ Recent Analysts
¡ 29% < 5 years ¡ 60% < 10 years
¡ 6% > 20 years
YEARS EMPLOYED AS ANALYTICS PROFESSIONAL?
yrs.ana
Pct
0
10
20
30
0 10 20 30 40
29
31
1112
54
1 10
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0 10 20 30 40
¡ Recent Hires
¡ 52% < 3 years
¡ 7% > 10 years
YEARS EMPLOYED BY CURRENT EMPLOYER?
yrs.curr
Pct
0
10
20
30
40
50
0 10 20 30
52
29
7
5
10 0 0 0
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0 10 20 30
¡ New in Role ¡ 49% < 2 years ¡ 88% < 5 years
¡ 2% > 10 years
YEARS EMPLOYED IN CURRENT ANALYTICS ROLE?
32 20 March 2013 yrs.role
Pct
0
10
20
30
40
50
0 5 10 15
49
29
10
32 1 1 0 0
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¡ Young, mostly male ¡ Most new to: § Analytics § Company § Role
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BIG PICTURE
FUNCTIONAL CLUSTERS
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§ Analysis Design § Data Acquisition and Collection § Data Preparation § Data Analytics § Data Mining § Visualization § Programming § Interpretation § Presentation § Administration § Managing other Analytics Professionals
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FUNCTIONAL DATA HOURS / WEEK SPENT IN ANALYTICS WORKFLOW
¡ Data Preparation § Data acquisition, preparation, analytics
¡ Programmer § Programming, some analytics
¡ Manager § Management, Admin, Presentation, Interpretation,
Design
¡ Generalist § Little bit of everything
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TASKS CLUSTER 4 FUNCTIONAL CLUSTERS
TIME SPENT IN ANALYTICS WORKFLOW BY FUNCTIONAL CLUSTER
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ANALYTICS PROFESSIONAL
FINGERPRINT
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TALENT ANALYTICS DATASET RAW TALENT / POTENTIAL
Quantified Characteristics
• Altruistic • Absolute • Collaborative • Competitive • Creative • Curious • Detailed • Objective • Process Oriented • ROI Focused • Unique Approach
STUDY RESULTS: STRONG “NATURAL TALENT” BENCHMARK
Quantified Characteristics
Signal Strength
• Curious • Creative • Objective • Structured • Detailed • Absolute • ROI Focused • Collaborative • Altruistic • Competitive • Unique Approach
• High • High • High • High • High • Medium • Medium • Medium • Low • Low • Low
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STRONG “NATURAL TALENT” FINGERPRINT
Value
Den
sity
0.00
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sity
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sity
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sity
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CRE
Data PreparationGeneralistsManagersProgrammers
CURIOUS CREATIVE OBJECTIVE
¡ Anecdote § “Hire Artists”
¡ Data Science Approach § ”Hire people with Theoretical Score centered near 80”
COMPARE THESE APPROACHES
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BUSINESS CONCLUSIONS OF
STUDY
¡ Analytics role is over-specified, with competing requirements
¡ Analytics talent pool is deeper/broader ¡ Technical skills, and Ph.Ds. are proxy
for how a candidate thinks § Many false positives
¡ You can measure natural talent directly
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BUSINESS CONCLUSIONS
IRONY AND OPPORTUNITY
¡ Predicting human behavior is not foreign ¡ Advanced data science predicts
customer behavior, who are humans
¡ Your analytics bench? Also human ¡ No need to over rely on subjective measures
when building analytics bench ¡ We are already experts at this
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¡ Measure potential of your own top (bottom) analytics professionals for patterns and trends
¡ Measure “potential” in Analytics Candidate
¡ Compare candidates to your own top (bottom) performers, or
¡ Comparative: Industry Benchmark created by this Study
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USE ANALYTICS TO BUILD ANALYTICS BENCH
NEXT STEPS
¡ Business card for: § Updated presentation § Interest in our Analytics Benchmark as
comparative § Research Brief § Follow up conversation
Greta Roberts
[email protected] 617-864-7474 x.111
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