The Myth of Analytic Talent Shortage
I tested the job market in the last two weeks, both as an applicant, and as a hiring manager. I share my experience here. It is radically different from what you read in the news, or from what most people say. Data scientists and machine learning engineers looking for a new job are out there. Make some little efforts to find them.
Recruiters Miss Many Applicants
It seems as if recruiters are watching the night sky with the naked eye, and conclude that there are only a few dozen stars (the talent) in the universe. It has to do in part with the use of archaic keyword-based tracking systems (an example of AI technology that should be substantially upgraded), and an old-fashioned mentality on how to look at resumes. Most resumes never make it to an actual person reading it.
I decided, after 20 years surviving (very well) without any resume, to create one and submit it to highly targeted job vacancies. I went through the tedious process of filling numerous forms on Apple, Amazon and other company websites. I included all the links that were optional (LinkedIn profile, work sample, GitHub repository and so on). Out of 15 applications, I received three answers “sorry, we moved with a different candidate”, one asking for a zoom interview, and that’s it.
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Insights from my Test Application
Given the abysmal performance, I decided to share my experience on Facebook, on the local Redmond group. Redmond in Washington state is a bit like Menlo Park in California: a town filled with tech people, and also the headquarters of Microsoft. I live 5 miles away from it. Below is the most interesting reply to my post. It is from a principal software engineer (hiring manager) at Microsoft. [...]
Read full article, here. It includes a section about how my job ad - this time acting as an hiring manager - performed. From my experience, we are in a market favoring employers, not employees, despite claims to the contrary.
Digital Supply Chain; AI
2 年So true !
WPS Powerful Career Coaching and Outplacement Internationally [email protected]
2 年Vincent, thank you for taking the time to conduct the study and sharing your results. The hiring process needs to be disrupted. It has been a nightmare for years and is just gets worse. Too many layers and not enough intelligence or ability to pull the trigger and get the job done.
Senior Data Warehouse Architect and Developer. Business Intelligence Platforms and Reporting Systems. Pipelines ~ DW Modeling ~ Application Integrations ~ Data Layers for ML and AI
2 年Vince - I follow what you do and am even considering buying your new ebook, but regardless, if you haven't needed a resume for 20 years, then you have absolutely no idea what a nightmare the job market is for technologists including data science. This guy marc cenedella https://www.dhirubhai.net/in/cenedella/ has a wonderful $7 book that nails the resume story. You've been living off proposals and SOW's apparently, some of which come from higher ed grant and the like I suspect. Once an employer attempts to tie a role to revenue, whether closer to sales or within the deep dungeon of the unaccountable cost center, the whole hiring process plays out more like a Von Neuman gaming scenario. I've been fortunate by proactively managing my career. It is surprising to me that you, as a banging expert in stats and ML, do not see this as the multi-variate problem that it is: Culture, SocialMedia presense, general experience, tool experience, education, looks, and ah yes, salary expectations against market value of the role. In short: HR and even tech hiring managers are generally clueless how to map soles to roles as a result, 3rd party scavengers are swallowing up a good portion of technology budgets on false promise and sales glimmer.
Finance Administrator Leasing, Project at Spinneys Dubai LLC
2 年thanks