The document is a presentation by Wayne Hinds of Huntel Global about aligning data talent with analytics needs. It discusses where organizations are along the analytics continuum from descriptive to predictive analytics. It addresses common challenges organizations face with data and talent, and provides considerations for developing an analytics plan and identifying metrics and questions to guide analysis. The presentation also covers common analytics roles, qualities of strong analytics talent, and tools data scientists typically use. Huntel Global is introduced as a firm that helps clients find the right talent for analytics and related fields, and special offers are provided to attendees.

1. ALIGNING DATA TALENT
WITH YOUR
ANALYTICS NEEDS
Present by:
Wayne Hinds
Principal Consultant – Analytics
Huntel Global
Wayne.Hinds@huntelglobal.com
August 12, 2015

2. huntelglobal.com
• Where are you along the analytics continuum?
• Do you have a plan to getting the most out of your mountain of data?
• Do you know what questions you want answered and what metrics will
drive the answers?
• Have you ever had trouble with finding the right talent for your data
analytics objective or initiative?
• Where do you go for help?
• Special offer & give-away.
AGENDA

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Where are you Along the Analytics Continuum?
Look Back Look Across Look Forward
Descriptive
Analytics
Diagnostic
Analytics
Data
Exploration
Discovery
Analytics
Predictive
Analytics
Prescriptive
Analytics
What has
happened?
Why did it
happen?
What new
opportuniti
es exist?
What
process
can be
improved?
What is
likely to
happen?
What
Should I do
about it?
What is
happening
right now?
Yesterday Today Future

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• World is drowning in data (Teradata & Petabyte in volume)
• Growing shortage of analytics professionals (see Gartner
2012 report - Gartner Says Big Data Creates Big Jobs)
• Multiple data sources: Centralize repository
• Varying types of data (legacy, machine learning, structured,
unstructured etc.)
• The Cloud and security concerns
• Process and ROI of valuable / intangible asset
Some Current Data Challenges:

5. Do you have a plan
for getting the most
out of your
mountain of data?

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• What is the pressing business issue?
• What are the metrics and KPI that measures the
issue(s)?
• The Data (what, where, type, etc.),
• The Tools (for database, for visualization, etc.) and
• The Process for insights into action
• Finding the right talent
Here Are Some Considerations

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• Review current data
• Sources and location
• Access to data
• Quality and accuracy (validation)
• Cleaning and Aligning data **
• Use appropriate Visualization tool(s)
• Plan for periodic updates (monthly / quarterly / annual)
Additional Considerations

8. Do you know what
questions you want
answered and what
metrics will drive
the answers?

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• What areas / segments are underperforming and why? (ie.
Market Analytics)
• What are the low performers and why? (BU, products, talent)
• Who and what are my high performers?
• Who are my most loyal customers? (ie. Customer Loyalty and Insights)
• Where are my customers coming from?
• What are my cost drivers (ie. resource, talent, etc)?
• What is causing regrettable turnovers? (ie. HR analytics)
Examples of the kinds of questions

10. Have you ever had
trouble with finding
the right talent
for your data
analytics objective
or initiative?

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• Most new recruits come from “traditional” background;
data analysis – statistics, mathematics, computer science,
etc.
• Identifying a unicorn (hard to find):
• great at data and
• communicating with people, and
• expert in your’s company’s industry
• Experienced with the right tools
• Matching experience level with the required role
Some Common Problems include

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• CAO (Chief Analytics Officer)
• Insights Director
• Data Scientist
• Predictive modellers
• Data mining experts
• Statisticians
• Analyst (Analytics, Marketing
HR, DS, BI, etc.)
Common Analytics Roles / Occupations

13. Top 5 Things to Look
for in Analytics Talent

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1. People who love data (slice and dice it)
2. Able to communicate effectively with people
and good presentation skills.
3. Knowledge and experienced
4. A working knowledge of the most commonly
used programming languages for analyzing
large digital datasets
5. Insight competence
Analytics Talent

15. The Most Sought After
Analytics Role – Data
Scientist

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Data Scientist
Two Types of Data Scientists:
Which is Right for Your Needs?
1 ) Analytics for Humans
2) Analytics for Machines

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Data Scientist
1 ) Analytics for Humans
• Another human is the final decision maker and consumer of the
analysis
• Must be comfortable coming to higher-level conclusions – the “why”
and “how”
• Telling a story from the data

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Data Scientist
2) Analytics for Machines
• The final decision maker and consumer of the analysis is a computer
• Creating computer algorithms and models
• Their digital models are established and then act on their own
• automatically trade in the stock market
• Decide ads to display for online content/advertising targeting, or
• Personalized product recommendations
• must have remarkably strong mathematical, computational, and statistical
skills and data modelling
• So that systems can make quality predictions quickly.

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Data Scientist
Talent should be experienced with following tools;
• SAS / SPSS (statistical analysis)
• Python & R programming languages (open source) for
statistical computing
• Apache Hadoop for database (open-source)
• Web Analytics (Adobe Catalyst; formerly Ominture), CoreMetrics,
comScore, Web Trends, and Google Analytics
• Social media analytics (Facebook Insights, Sysomos, Wildfire)
• Mathematical Statistics
• Data Analysis Algorithms/Methods (Machine Learning)
• Visualization tools (ie. Tableau, Qlix, etc. )

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In Summary
• Analytics is about using data
• To make better business decisions
• To guide your business along the continuum; descriptive to predicative to
prescriptive
• Work with one business issue at a time
• Understand what data you have, you need, the metrics and the tools and
resources that go with that
• Align the data to the business issue
• Finding the right talent(s) is of the utmost importance
• Determine the skills and experience needed
• What level or role they will contribute to the business
• Drive insights into action

21. Where do you go for help?

22. huntelglobal.com
We can help!
Who Are We?

23. Huntel Global is a boutique recruitment and consultancy firm.
We Specialize in finding right Talent for:
• Corporate Performance Management (CPM)
• Data Warehousing (DW)
• Business Intelligence (BI)
• Analytics
• ETL
• And more
As specialists, we understand the complexity of these sectors and apply a creative and
dynamic approach to our business.
We have hosted a number of Analytics events, networking with Analytics professionals
across the globe and act as advisors to our clients and candidates within this niche
discipline.

24. Bell Canada
Rogers Communications
Trans Union
Indigo
ANZ Bank
HSBC
Scholastics Canada
Points.com
Sample Clients

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Special Offers
1) Drawn for FREE P3: Personality Assessment (Analytical tool)
2) HR Analytics training - September 16 & 17, 2015
• Join Drake International (parent company to Huntel global)
for two day training on HR Analytics
• Exclusive to you - $500 discount
• Use Promo Code: HUNTEL500
www.hranalyticstraining.eventbrite.ca

26. Questions?

27. ALIGNING DATA TALENT
WITH YOUR
ANALYTICS NEEDS
Present by:
Wayne Hinds
Principal Consultant – Analytics
Huntel Global
Wayne.Hinds@huntelglobal.com
August 12, 2015

28. THANK YOU!