Anskaffelse, uddannelse og fastholdelse af dataanalytikere

Anskaffelse, uddannelse og fastholdelse af dataanalytikere

Tidsstempel: 22. januar 2024 3:30
Kildeknude: 3081638

Behovet for dataanalysetalent

Staying abreast of current data and analytics technology and practices can help community banks maintain their inherent relationship advantages. Hiring qualified data analysts to dive deep into banking data and create meaningful analytics presents a considerable
challenge for community banking and credit union executives.

Ifølge nyere Gartner-forskning har fokus på den menneskelige dimension af data og analyser tre nøgleegenskaber:

  • Fremme brugen af ​​analyser ved at arbejde med forretningsbrugere for at sikre tilgængelighed, tillid og relevans for forretningsbrugere.
  • Recognizing human involvement across the range of decision-making, from decision support to decision automation. Even the most automated decision-making process needs human involvement in its initial design and formation – and in its subsequent monitoring
    og evaluering.
  • At sikre, at analyseimplementeringer tager højde for de mange aspekter af risiko.

Her er nogle retningslinjer og indsigt, jeg har set på institutioner over hele landet, der adresserer de vigtige udfordringer ved den menneskelige side af dataanalyse: at skaffe, træne og fastholde dataanalytikere.

Rekrutter både traditionelt og ikke-traditionelt

Samfundsbankfolk har ofte ikke råd til fuldtidsansatte til at spejde universitetscampusser efter datavidenskabsfolk og teknologifokuserede studerende, der potentielt er interesserede i bank-/fintech-karrierer.

The Georgia Fintech Academy, a collaboration between Georgia’s fintech industry and the University System of Georgia, provides this service to bankers in the Southeastern U.S. They help create interest in fintech, offer appropriate technology courses, and
match students to organizations seeking resources. These connections establish linkages and insights on both sides of the table.

Kim Kirk, Chief Operations Officer of Queensborough National Bank and Trust Company, noticed a shift in students’ interest at a Georgia Fintech Academy event with talents more geared toward data analytics, machine learning, and predictive analytics which
she noted is “Somewhat different from resumes I have seen from recent college graduates in the past. Data analytics and predictive analytics are particularly interesting to me as we build out our data warehouse and mine our customer data to better understand
our customers’ financial landscape, habits, and needs.”

Traditional recruiting methods still help in the search for quality data analytics talent. Community banks can offer younger candidates a chance to learn all aspects of a bank’s business model, as opposed to one facet of banking, which is inherent in many
entry-level jobs in larger organizations. Selling this advantage to potential candidates via online recruiting tools, using current staff to recruit friends and family, and trying to convert a hire from larger competitors remain relevant hiring strategies.

Træn med formål

Når først en dataanalytiker er blevet ansat, bliver uddannelse afgørende for at sikre både arbejdsglæde og levere meningsfulde analyser.

Gone are the days of rotating younger new college hires through management training programs in lengthy exposures to all a bank’s functional areas. Market and competitive demands dictate these valuable resources make an impact. Instead, institutions today
should assign the new data analyst to one area within the bank with a specific pressing problem that can be solved with insightful analytics.

Partner the new employee with a Senior Business Analyst (or analyst type) who understands what results are needed. This expert can help guide the iterations of data-gathering and analysis conducted by the new hire. This solves an immediate problem approach
and provides the dual advantage of relevance and timely productivity.

Beyond this initial primary assignment, ensure the new employee takes any online banking courses your institution has access to, such as Banking 101 topics available from training vendors. And don’t forget to start the Risk and Compliance training that is
so critical to bankers in current times.

Fasthold kreativt

Anvend nytænkning på det gamle problem med fastholdelse af medarbejdere, da det vedrører dataanalytikere – hvis værdi vil stige eksponentielt med deres erfaring med finansielle tjenesteydelser:

  • Tilbyd klare og relevante karriereveje og muligheder i din organisation.
  • Tænk på ledelsestilgange på nye måder.
  • Vær åben over for eksterne og fleksible arbejdsmuligheder, der kan strække eksisterende politikker i din bank. Den samme tankegang gælder for personlige arbejdsområder og feriepolitikker.
  • Par mentorer med nyansatte dataanalytikere, som kan hjælpe disse medarbejdere med at navigere ikke bare i bankverdenen, men også den politik, der er iboende i enhver organisation med mere end to ansatte.

In addition to banking training, ensure your bank has the budget for the technology tools, such as Microsoft Power BI, that data analysts require to perform optimally. And allow for employees in this area to attend conferences and vendor courses to expand
their capabilities and creativity relative to new data analytics trends.

Tiden til at bemande er nu

The race for personalization of customer experiences is well underway in banking. If community bankers don’t invest in data analysts to mine their unique data sources, they risk falling behind to the point of no recovery. The time to staff thoughtfully is
nu.

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