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enterprise talent advisory services.

Randstad Enterprise Talent Advisory provides an independent, outside-in review and analysis to find your talent edge.

 

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2024 in-demand skills dashboard

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data science & analytics.

Over the past decade, data science and analytics jobs have become some of the most sought-after roles, especially with Big Data and machine learning gaining significant prominence — and as working with data has become a part of everyday life across most jobs in the market today. As AI continues to become ever-present, demand for talent specializing in data science and analytics skills will only continue to grow. Talent scarcity, especially for various areas of specialization within the domain, makes ideal talent particularly difficult to find.

 

ids-data-science

what is enterprise talent advisory?

With 80% of CEOs believing talent strategy can impact business performance, talent has never been more critical for organizations. People are the reason any organization succeeds. Individuals alone contribute, but real progress happens when people connect, relate, create and express themselves in sync with business imperatives.

From understanding present and future skills, to anticipating people's AI-driven changing behaviors, to creating a long-term yet agile talent ecosystem, your people strategy is your business edge. This is the motivation to progress, to never stand still. We call this your talent edge.

take me to:

skills & motivations

skills demand

remote & hybrid working

skills supply

compensation

gender diversity

skills & motivations

Talent in the data science and analytics field are involved in the collection, organization, interpretation and summarization of data. Demand for such talent is expected to keep rising, as subcategories in the domain continue to evolve and be influenced by AI.

Innate core skills encompass curiosity, analytical thinking and mathematical ability, while important sub-skills (learned skills) include data visualization, machine learning, and predictive modeling. Key motivations include intellectual curiosity, as well as opportunities for problem-solving, innovation and creativity.

core skills

  1. curiosity
  2. analytical thinking
  3. mathematical ability
  4. attention to detail
  5. creativity
  6. persistence
  7. interest in technology

sub-skills

  1. data visualization
  2. data analysis
  3. data infrastructure and tools
  4. machine learning
  5. domain-specific analytics
  6. data wrangling
  7. predictive modeling
  8. Big Data technologies

motivations

  1. intellectual curiosity
  2. problem-solving
  3. impact on decision-making
  4. innovation and creativity
  5. collaboration and interdisciplinary work
  6. financial rewards
  7. career growth opportunities
  8. contribution to social good
  9. technological advancement
  10. recognition and achievement
  11. work-life balance
  12. alignment with organizational goals and values
  13. entrepreneurial opportunities

talent acquisition excellence

Understand opportunities and create a business case for evolving TA through an in-depth review of people, data, processes and technology across all functional areas and business units.

services include:

    • maturity matrices
    • user experience ratings
    • competitor benchmarks
    • solution plans
    • business case development
    • RFP management

talent strategy blueprint

Build an actionable and sustainable talent strategy blueprint that aligns to business strategy and creates opportunities for accelerated organizational performance.

services include:

    • actionable talent strategy
    • governance frameworks
    • measures for success
    • executive business cases
    • talent and market intelligence

future of work

Lead and influence a partnership to develop and redesign how your organization conducts work. Bring the future closer to today, designed for humanity.

services include:

    • scalable models of work that differentiate
    • talent-centric work that drives performance
    • cross-organizational and skill pods for disruptive thinking

skills supply

what it shows

Skills supply data indicates the total number of individuals who have the skills required for data science and analytics skills in each of the 23 markets we researched. These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based data sourced from professional social media networks and job boards, and career sites.

Use the chart to understand the availability of skills (“supply map”), availability of sub-skills (“skill type”), talent with recent job search activity (“active talent”), as well as the share of talent who prefer permanent or contract work (“preferred employment type”).

need to know

  1. Although the data science and analytics skill cluster has a large talent pool of 2.7 million people, wide demand and slow growth of emerging talent make it hard to find people with relevant skills.
  2. With 36%, the U.S. contains the most talent with this skill, followed by India, while Brazil has the most within the Latin American markets.
  3. In terms of sub-skills, data visualization is the most popular skillset, while Big Data and predictive modeling are the most scarce.

skills demand

what it shows

Skills demand data indicates job postings that require data science and analytics skills in each of the 23 markets we researched. These figures are based on a combination of verified, normalized labor market data by market and granular, skill-based data sourced from professional social media networks and job boards, and career sites.

See demand for each skill cluster by market, explore demand for sub-skills within each cluster or view the job vacancy rate (JVR) — defined as hiring complexity — to understand market competitiveness for these skills. The higher the JVR, the more competitive it is to recruit.

need to know

  1. On a global level, talent with data science and analytics skills are four and a half times harder to acquire on average, though that can jump to seven to 10 times based on location.
  2. Major shortages of data science and analytics talent are found in Romania, Mexico and Singapore, while Sweden, India, Brazil and Argentina show lower hiring complexity for the cluster.
  3. Despite job market turbulence, there has been about 25% growth in demand for data analyst positions.

compensation

what it shows

The data included in this graph shows the average salary brackets in U.S. dollars for data science and analytics skills in the 23 markets examined. Compensation data is mapped and analyzed from combined sources providing current pay data.

Select the markets of interest to understand what salary ranges are considered competitive and in which markets you should recruit to stay within budget.

need to know

  1. Salaries for data science and analytics positions are the second-highest of all the clusters. Meanwhile, Big Data and machine learning is generally the most expensive sub-skill.
  2. Average compensation for data science and analytics talent is highest in Switzerland (with relative maximums over $200,000), followed by the U.S. and Germany. Salaries for this skill cluster are lowest in Romania, Argentina, Malaysia and India.
  3. The most expensive sub-skills include Docker/Ansible, which receive compensation between 37% and 54% over the average in markets including the Netherlands, Australia and India.

remote & hybrid working

what it shows

Remote working data shows the percentage of job postings that offer candidates remote or hybrid work for data science and analytics roles (noted as “demand”), as well as talent working preferences (noted as “supply”) in each of the 23 markets researched.

It is estimated that the actual share of remote/hybrid working opportunities is higher than advertised online. You can view the data by both skill cluster and individual skills.

need to know

  1. Nearly 28% of global job postings within the cluster are either remote or hybrid, while 57% of talent express a preference for flexible working arrangements.
  2. Data shows that 43% of talent are open to a career change, making this the most active skill cluster. India and Canada have the most job-hoppers, with 50% of talent in these markets open to a new job.
  3. Approximately 19% of talent prefer contract or self-employment, making this the second-most flexible cluster. Canada and Australia have the highest average share of data science and analytics contractors, with more than 27% of talent in both markets preferring contract work.

gender diversity

what it shows

Gender diversity data shows the current balance of male to female employees currently working in roles that require data science and analytics skills in each of the 23 markets researched. Findings are based on self-identified, normalized data from talent supply sources.

Use the chart to understand in which markets you are more likely to engage female talent for data science and analytics skills. You can view the data by both skill cluster and individual skills.

need to know

  1. Data science and analytics is one of the least gender diverse clusters, with female talent making up just under 26% of the talent pool.
  2. Markets outperforming this rate are Singapore (38%), Malaysia (34%) and Hungary (32%), while Brazil, Mexico and Argentina show the least gender diversity.
  3. Talent with domain-specific analytics skills show higher female representation in markets like Romania, Hungary and Spain, where they make up more than 40% of the talent pool.

supply

Focusing on four key pillars — talent intelligence; talent experience; diversity, equity and inclusion (DEI); and digital strategy — Randstad Enterprise Talent Advisory audits, reviews and optimizes your talent strategies to ignite the power of your workforce and deliver on business objectives in any market condition. We help you decode the future, today.

Whether you’re seeking a complete review of your current talent infrastructure, want to build a more agile workforce, or are hoping to change the fundamental design of work at your organization for tomorrow, we use a talent-centric lens to ensure your people strategies and business goals align.

We know how to do it because we are you. Our talent advisory leaders have globally designed, built and pioneered the talent industry: from the first potential assessment to the first Relationship Value Proposition to data-driven offshoring decisions; we have designed the future of work in our everyday working life.

you get access to:

your talent advisory choices.

To help you find your talent edge and see the possibilities in your people, Randstad Enterprise Talent Advisory consulting services offer an independent, outside-in review and analysis of your talent acquisition and retention strategies. With access to global data, decades of experience, a tech-agnostic and multidisciplinary approach, and our own reality-based methodologies, we can help you renew talent acquisition, build your talent strategy blueprint and co-design your future of work.

webinar: reframe your enterprise talent blueprint.

March 16, 2023 | 10 a.m. EST | 3 p.m. CET

Join Cisco and The Josh Bersin Company to explore the 2023 Talent Trends findings and learn how your talent strategy can drive a sustainable, supercharged future of work.

 

the benefits.

According to our 2023 Talent Trends research, 80% of human capital leaders around the globe say the goal of their talent strategy is to have a measurable impact on business performance. But so many hurdles stand in the way of that important goal: from economic conditions and uncertainty, to skills gaps and rising talent expectations. Inefficient processes hinder progress, while great opportunities are left on the table and good intentions are left unrealized.

Randstad Enterprise Talent Advisory uses an independent lens to help you:

 

Over the years, your organization has built talent processes and technologies based on changing priorities. Maybe solutions were implemented or processes were established that just don’t make sense for your business anymore. Maybe your technologies don’t talk to each other in ways that you need today. 

Whether you’re a current Randstad client, or working with other talent partners, we provide a fresh, unbiased review and analysis that helps your business see past its familiarity and comfort zones to build talent strategies that deliver the results you need. 

Even if you’re facing shrinking budgets, it’s critical to keep people at the center of your strategies. In fact, according to Forrester Research, talent-centric organizations are expected to generate 32% more revenue than others over a five-year period. Our Enterprise Talent Advisory team can help you enhance the talent experience, from sourcing to offboarding.

Want to boost quality of hire, shortening time to hire or simply find new efficiencies? We will help you identify barriers within your talent acquisition and talent mobility processes, and develop clear plans to improve outcomes.

Don’t let outside factors like talent scarcity and economic conditions stand in the way of your talent and business goals. Building an agile and adaptable workforce means being able to scale as needed, shift and redeploy resources throughout the organization, and create skills abundance for your organization. Randstad Enterprise Talent Advisory will help you figure out how.

How can you inspire your people to do their best work daily? What are the factors that drive productivity at your organization? How can you create the most equitable workplace for your diverse workforce? And how will you make it all sustainable long term? We’ll help you answer these questions to support your workforce of tomorrow.

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about the 2023 talent trends research.

Now in its eighth year, our Talent Trends research has provided insights that human capital leaders need to drive business agility and results with their talent strategies. The 2023 Talent Trends research is a survey of more than 900 C-suite and human capital leaders at global and regional organizations, across 18 markets around the globe.

It is designed to help our clients and the broader business community understand the top HR and talent acquisition trends for 2023, and this year, to help employers look beyond the challenges of today’s environment to create a strong, sustainable and supercharged future of work.

Conducted by a third party on behalf of Randstad Enterprise, survey panels are composed of business leaders who influence both strategic and operational decisions for their organizations. Online surveys were conducted via external panels during Q4 of 2022.

> visit the Talent Trends archive
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