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On October 20, we had the privilege of attending the 5th AMETIC Alliance for the Development of Digital Talent Forum, where Enrique Serrano, president of MBIT School, shared the keys to the talent gap in Artificial Intelligence. It is a reality that affects companies in all sectors, and that is why here We'll bring you a look to this problem and what we can do about it.
Today in Spain there is a demand for 2,084 Data Engineer, Data Scientist and Data Analyst profiles, and more than 90 job offers related to data are published every day. We are going to end the year with a total demand of some 11,800 profiles, 25% more than the previous year. It is estimated that the need for professionals in AI will be 60,000 in just 5 years. In addition, there is also a gender gap in hiring, with a 70% men and 30% women, according to data from the People Analytics area of Dynamics.
In the short term it's complicated, we have to think about medium and long term. The imbalance that exists today has no solution. Some companies are “steal” talent to others, and what intervenes is the factor wage With a inflation That exceeds the 10% per year. The minimum risk premium for the exchange rate is 30%, which means that No one changes jobs for less.
If we consider that the average length of stay for this type of profile is two years, it is easy to find “thirtysomethings” with Wages of 60-70k euros that keep rotating. Along the way they have changed company 3 or 4 times and this, in reality, It's not good for the market because it detracts from competitiveness and quality, and does not make it sustainable. Hay A lot of companies that do AI and, paradoxically, they are not profitable, no matter how high the valuations are, or their funding rounds are enormous.
For this reason, and as is the case of MBIT School, private ecosystems are generated to try to fill that gap, Where companies are the ones that They mark the requirements that they need, they intervene in the academic line and check that the student meets the profiles required by AI projects. Companies such as Banco Sabadell, Repsol, Santander, Gestamp, EY and Innovation Institutes such as Ricardo Valle They don't take risks and are looking for the best talent for the success.
It is true that the regulated vocational training programs that incorporate AI, Big Data and Cybersecurity with LOE (Organizing Education Act) titles of 600 hours. It's a big step but There are only 41 public centers really prepared in Spain that they are totally Insufficient to meet demand, given that they provide only 1,025 students per course, which does not cover even the 10% of total demand. Only one in Madrid, six in Catalonia, four in Castilla-La Mancha... to give examples. And this in addition to the fact that they are not fully prepared, nor are the teachers trained. So, while the approach is good, It's late and it's slow.
Another big problem is specialization, the market is demanding very specific profiles within the data, and for this it is necessary to focus training on specific areas. Artificial Intelligence, Cloud Architect, Data Governance or People Analytics are some of the specialties you can study at MBIT School.
Faced with a lack of talent, “Reset Skilling” is a Great opportunity What profiles for Senior Have a Reset complete in his professional profile. We have to bear in mind that 80% of the profiles between 45 and 55 years old Let's be Fired in the next 5 years. It sounds harsh but it's the reality.
Get ready for the hit, and get ready now, don't wait. Take the initiative, be courageous, and keep in mind that this may be the best thing that can happen to you in your professional history. Switch to a data driven profile He has no age. At MBIT we have seen how a father and a son they were studying in the same class, and it's really exciting when you see their transformation and that they each end up in positions of reference. There is a mental barrier of “I can't” that is typical of age. If you are going to Menlo Park or Mountain View, you will see a lot of white haired women working on Leading companies like Google but, of course, with the mentality of a “thirtysomething”. We recommend that you take a look at our courses with which you can reorient your skills and your professional career: https://www.mbitschool.com/itinerarios
They are profiles data off-road vehicle, which are formed to meet this enormous market demand. They are used to working for challenges. They fall more in love with the solution What about the problem. Not only is he fluent in technology, but also in analytics, he is up to date with the latest tools and he also knows about business, about people... Within their vocabulary you can't find a “we can't” or “we don't have the capacity”. They know enough about analytical and of the technology of Big Data How to be able to see “End to end” tracing data and finding solutions to problems. They use a different language: #apache, #agile, #sharktank, #gitHub, #copilot, #keras. But, Where are these profiles? At MBIT, we are well aware of where they are.
To find true Data Warriors, we have to create tools, such as our ” Talent Factory”, that allow companies to fast, efficient and durable connection, so that the solution is not short-term, but that it actually fixes the problem. It is required to have a daily monitoring of offers of the market and mark response times of no more than Two weeks. You have to have a more analytical planning of talent forecasts in companies and not improvise. A transformation in Data Driven, that reset we were talking about, requires today no less than 600 teaching hours between theory and practice. If there's no practice, the market won't admit you. That is why the technical-professional training applied is what companies are really asking for, Beyond titles or doctorates. And innovation takes place in the workplace when it really is necessary to seek a creative answer to a complex problem. Hunger sharpens ingenuity.
To the person, to the professional, to the “Data Warrior”, you have to mark the route, help him connect with the offer, depending on his profile, his abilities and what the market requires. That is the work of our Talent Factory, an AI capable of tracking thousands of jobs in the world of data and connect your abilities with those opportunities. Check it out here: https://www.mbitschool.com/talent-factory
And so, training new generations, reorienting the skills of senior profiles, connecting talent and companies, supply and demand, training and work... is how we can finally reduce that talent gap.
On October 20, we had the privilege of attending the 5th AMETIC Alliance for the Development of Digital Talent Forum, where Enrique Serrano, president of MBIT School, shared the keys to the talent gap in Artificial Intelligence. It is a reality that affects companies in all sectors, and that is why here We'll bring you a look to this problem and what we can do about it.
Today in Spain there is a demand for 2,084 Data Engineer, Data Scientist and Data Analyst profiles, and more than 90 job offers related to data are published every day. We are going to end the year with a total demand of some 11,800 profiles, 25% more than the previous year. It is estimated that the need for professionals in AI will be 60,000 in just 5 years. In addition, there is also a gender gap in hiring, with a 70% men and 30% women, according to data from the People Analytics area of Dynamics.
In the short term it's complicated, we have to think about medium and long term. The imbalance that exists today has no solution. Some companies are “steal” talent to others, and what intervenes is the factor wage With a inflation That exceeds the 10% per year. The minimum risk premium for the exchange rate is 30%, which means that No one changes jobs for less.
If we consider that the average length of stay for this type of profile is two years, it is easy to find “thirtysomethings” with Wages of 60-70k euros that keep rotating. Along the way they have changed company 3 or 4 times and this, in reality, It's not good for the market because it detracts from competitiveness and quality, and does not make it sustainable. Hay A lot of companies that do AI and, paradoxically, they are not profitable, no matter how high the valuations are, or their funding rounds are enormous.
For this reason, and as is the case of MBIT School, private ecosystems are generated to try to fill that gap, Where companies are the ones that They mark the requirements that they need, they intervene in the academic line and check that the student meets the profiles required by AI projects. Companies such as Banco Sabadell, Repsol, Santander, Gestamp, EY and Innovation Institutes such as Ricardo Valle They don't take risks and are looking for the best talent for the success.
It is true that the regulated vocational training programs that incorporate AI, Big Data and Cybersecurity with LOE (Organizing Education Act) titles of 600 hours. It's a big step but There are only 41 public centers really prepared in Spain that they are totally Insufficient to meet demand, given that they provide only 1,025 students per course, which does not cover even the 10% of total demand. Only one in Madrid, six in Catalonia, four in Castilla-La Mancha... to give examples. And this in addition to the fact that they are not fully prepared, nor are the teachers trained. So, while the approach is good, It's late and it's slow.
Another big problem is specialization, the market is demanding very specific profiles within the data, and for this it is necessary to focus training on specific areas. Artificial Intelligence, Cloud Architect, Data Governance or People Analytics are some of the specialties you can study at MBIT School.
Faced with a lack of talent, “Reset Skilling” is a Great opportunity What profiles for Senior Have a Reset complete in his professional profile. We have to bear in mind that 80% of the profiles between 45 and 55 years old Let's be Fired in the next 5 years. It sounds harsh but it's the reality.
Get ready for the hit, and get ready now, don't wait. Take the initiative, be courageous, and keep in mind that this may be the best thing that can happen to you in your professional history. Switch to a data driven profile He has no age. At MBIT we have seen how a father and a son they were studying in the same class, and it's really exciting when you see their transformation and that they each end up in positions of reference. There is a mental barrier of “I can't” that is typical of age. If you are going to Menlo Park or Mountain View, you will see a lot of white haired women working on Leading companies like Google but, of course, with the mentality of a “thirtysomething”. We recommend that you take a look at our courses with which you can reorient your skills and your professional career: https://www.mbitschool.com/itinerarios
They are profiles data off-road vehicle, which are formed to meet this enormous market demand. They are used to working for challenges. They fall more in love with the solution What about the problem. Not only is he fluent in technology, but also in analytics, he is up to date with the latest tools and he also knows about business, about people... Within their vocabulary you can't find a “we can't” or “we don't have the capacity”. They know enough about analytical and of the technology of Big Data How to be able to see “End to end” tracing data and finding solutions to problems. They use a different language: #apache, #agile, #sharktank, #gitHub, #copilot, #keras. But, Where are these profiles? At MBIT, we are well aware of where they are.
To find true Data Warriors, we have to create tools, such as our ” Talent Factory”, that allow companies to fast, efficient and durable connection, so that the solution is not short-term, but that it actually fixes the problem. It is required to have a daily monitoring of offers of the market and mark response times of no more than Two weeks. You have to have a more analytical planning of talent forecasts in companies and not improvise. A transformation in Data Driven, that reset we were talking about, requires today no less than 600 teaching hours between theory and practice. If there's no practice, the market won't admit you. That is why the technical-professional training applied is what companies are really asking for, Beyond titles or doctorates. And innovation takes place in the workplace when it really is necessary to seek a creative answer to a complex problem. Hunger sharpens ingenuity.
To the person, to the professional, to the “Data Warrior”, you have to mark the route, help him connect with the offer, depending on his profile, his abilities and what the market requires. That is the work of our Talent Factory, an AI capable of tracking thousands of jobs in the world of data and connect your abilities with those opportunities. Check it out here: https://www.mbitschool.com/talent-factory
And so, training new generations, reorienting the skills of senior profiles, connecting talent and companies, supply and demand, training and work... is how we can finally reduce that talent gap.
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