Obtención, Capacitación y Retención de Analistas de Datos

Obtención, Capacitación y Retención de Analistas de Datos

Sello de tiempo: 22 de enero de 2024 3:30 p.m.
Nodo de origen: 3081638

La necesidad de talento en análisis de datos

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.

Según una investigación reciente de Gartner, el enfoque en la dimensión humana de los datos y el análisis tiene tres atributos clave:

  • Impulsar la adopción de análisis trabajando con los usuarios empresariales para garantizar la accesibilidad, la confianza y la relevancia para los usuarios empresariales.
  • 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
    y evaluación.
  • Garantizar que las implementaciones de análisis consideren los múltiples aspectos del riesgo.

A continuación se presentan algunas pautas y conocimientos que he visto en instituciones de todo el país que abordan los importantes desafíos del lado humano del análisis de datos: obtener, capacitar y retener analistas de datos.

Reclutar tanto de forma tradicional como no tradicional.

Los banqueros comunitarios a menudo no pueden permitirse el lujo de reclutadores de tiempo completo para explorar los campus universitarios en busca de científicos de datos y estudiantes centrados en la tecnología potencialmente interesados ​​en carreras bancarias/fintech.

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.

Entrena con propósito

Una vez que se contrata a un analista de datos, la capacitación se vuelve fundamental para garantizar tanto la satisfacción laboral como la entrega de análisis significativos.

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.

Retener creativamente

Aplique nuevas ideas al viejo problema de la retención de empleados en lo que se refiere a los analistas de datos, cuyo valor aumentará exponencialmente con su experiencia en servicios financieros:

  • Ofrezca oportunidades y trayectorias profesionales claras y relevantes dentro de su organización.
  • Pensar en los enfoques de gestión de nuevas maneras.
  • Esté abierto a opciones de trabajo remotas y flexibles que puedan ampliar las políticas existentes dentro de su banco. Este mismo pensamiento se aplica a los espacios de trabajo personales y las políticas de vacaciones.
  • Combine mentores con analistas de datos nuevos contratados que puedan ayudar a estos empleados a navegar no solo por el mundo de la banca, sino también por las políticas inherentes a cualquier organización de más de dos empleados.

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.

El momento de dotar de personal es ahora

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
ahora.

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