O’Hazo pointed out that we don’t all work for Google. It’s about being honest. Have a compelling strategy, what are the opportunities? Underselling or overselling your company isn’t helping.
“Is there clarity on what you’re trying to accomplish?” she asked. Also, a great leader attracts success, she advised.
Das agreed these were great points, and observed what has changed is organizations are doubling, tripling — data science is a hot field. “It’s a big shift in just the numbers.” He pointed out that we all have leaders who can walk into the c-suite and can influence them and drive change. People want to work for those leaders. “Hire the right leaders who will talk to two or three people and drive the change.”
Kumar then asked, “what are some other skills the analytics community needs to own?”
O’Hazo noted right sizing the team is important. Das said if you just hire for a job, you’ll get someone for two years. You need to offer a career map. To nurture talent, you need a flexible process that drives career mapping.
“It shouldn’t be a one-size fits all,” Das said. Flexible career mapping within the company gives you a better chance to nurture and retain talent.
Godbole added you should ask yourself what skill sets your company needs in the next few months. Can you put a team together that have all the skills you need? One of the biggest talent attraction strategies is that everyone wants to see their products being used, see themselves being successful. As much structure and support as you can offer will help.
Everyone wants to be on the winning team, agreed Kumar.