Category: bi

OK OK, I’ll admit it. I’m on a contrarian streak. For good reason – I want to help you with your analytics career and there are common potholes such as overrated technical ability. Analytics degrees are a close second and worth an in-depth discussion.

When I mention “degree” I mean any of the following:

• Bachelors/Masters in Analytics
• Analytics Boot Camps
• Technical Certifications

*There are a few exceptions to this advice, though they are very case-by-case. There may be a specific position you want at your company that requires a degree to get in or you may have a personal to accomplish. I’m not speaking into those situations but still want to acknowledge they exist.

The Allure of Education

It’s logical why many have a thought process like this:

• I am interested in analytics
• I do not have analytics experience
• Hiring managers want to see experience and/or education
• Education is the next best option
• I will fill in gaps in my resume with education

At face value, this makes complete sense. In other career tracks, education teaches crucial skills and gives you an entry into that industry. Want to get into law? Get a law degree. Want to become a doctor? Get a medical degree.

This is absolutely not the case in analytics. A Masters Degree, Analytics Boot Camp or MSSQL Certification will not give you a leg up for analytics positions. I see post after post after post on data science forums discussing analytics education. A key assumption is rarely called out: “Education will help you get an analytics job.”

Why Classes Struggle to Teach Analytics Skills

I had the privilege representing BI/Analytics on a panel for the University of Washington Information School. I centered on one basic point: it is near impossible for a classroom setting to prepare you for the reality of an analytics career.

Think of it this way: in college, the “game” is well-known. The teacher gives you specific concepts. Your job is to apply those concepts on your homework, tests and/or projects. The requirements are clear and tie back to the class syllabus. Data is typically clean or requires trivial amounts of cleaning to get ready.

Analytics careers are nothing like that. I wrote about how ambiguous data problems are. There’s no syllabus. Clear questions are rare. Even if questions are clear, your stakeholder often asks the wrong question. Data may not exist and any existing data is a mess. The world is ambiguous and cloudy and hard to navigate.

Imagine a college class that tried to replicate this. No syllabus. Little to no data provided. You may or may not have a test, and that test may require you to answer questions not even on the test. Even if there were questions, they may not be the ones the teacher wants you to answer. What a mess of a class!

I’m not sure how to structure a college course to capture the ambiguity in the every day life of an analyst. As Jacob wrote, there are four key soft skills for analysts and I’d be interested to hear of any creative strategies from teachers/professors to teach them. Certainly some get closer than others, but no matter what there is no replacement for the real world.

Why Degrees Don’t Matter

You may have already connected the dots. If courses can’t teach key analytics skills, then various degrees will not make a resume stand out. It’s rare for technical ability to stand out as the reason to hire someone.

Combined with the time & expensive involved with degrees, their value diminishes. Put another way, if you can get better experience AND get paid for it, consider that option first.

In Conclusion – What Now?

Experience is king, period. You may be asking “But how do I get experience without getting my first job?” Great question! This is what I referred to as the ‘Great Filter’ on landing your first analytics job. That post will cover most of what you should do instead of getting a degree.

A note from Jacob: For more on this – lots of good discussion on data twitter & in the Locally Optimistic slack. A snippet of a thread just yesterday is below.

Was just talking to someone looking for tips on preparing for data science interviews and realized I couldn’t give them any concrete answers (“should I study stats? programing? analysis? which models?”) since every single interview is radically different. Unless you’re preparing for a FAANG-style interview where they literally give you a packet of possible questions and guidance, I have no idea how any of us know what to study and get jobs in this industry. I was reminded of @tdhopper‘s great post on this topic. https://tdhopper.com/blog/some-reflections-on-being-turned-down-for-a-lot-of-data-science-jobs

Originally tweeted by Vicki Boykis (@vboykis) on November 9, 2020.

Previous Related Posts:

(1) The Many Wandering Paths to Analytics
(2) Landing Your First Analytics Job
(3) Defining Analytics Titles
(4) Technical Ability is Overrated
(5) 4 Soft Skills to Amplify your Analytics Career
(6) Case Study: Solving an Ambiguous Problem

Technical Ability Is Overrated

Me, two weeks ago

This is meant as a companion post and reply to the most common response to Technical Ability Is Overrated. Specifically, “Analysts need technical ability to do their job, and that means it’s important.” I wholeheartedly agree – and while you can’t win a job on technical ability alone, you certainly may lose it.

That means I would be remiss to cover the basic SQL concepts which will put you in a good place in most any Analyst interview. You need to know SQL to apply your business acumen and soft skills and that’s why it’s consistently tested in interviews. Generally if you know the SQL basics, the hiring team will be confident you can refresh/learn any knowledge gaps later on.

However — if you find positions that would disqualify you if you didn’t know something outside of these concepts, that should be a red flag. Those organizations focus too heavily on technical ability and/or the position is more in line with a Data Engineer than a Data Analyst.

Note: I am writing this using Snowflake SQL syntax; there are variations and quirks to each SQL version so some of this may be close but not exact to the environment you are in.

Where to brush up on SQL skills

There are tons of great SQL learning resources online now. One of the best out there is SQLZoo, with great examples and the chance to practice writing SQL to check your syntax. W3Schools also has a great set of tutorials for all sorts of SQL queries.

(0) Demonstrate Previous SQL Work

OK OK, this isn’t one of the four. But if you can demonstrate non-classroom SQL ability either through previous work or on the potential job’s take-home exercise, that’s worth its weight in gold. Mostly people want to know that you can use SQL to solve problems and if you can speak to using complex SQL to get stuff done previously, that goes a long way in checking the box

(1) Left/Right/Inner/Outer Join

These joins are the bread and butter of the SQL world – especially Left and Inner. You need to be able to explain the difference between each quickly and succinctly, as well as pick out which to use if/when tested. I’ll add a quick visual & code example of each borrowed from W3Schools. Read the in-depth explanations at W3Schools or SQLZoo for more details.

Left Join

SELECT Customers.CustomerName, Orders.OrderID
FROM Customers
LEFT JOIN Orders ON Customers.CustomerID = Orders.CustomerID
ORDER BY Customers.CustomerName

Right Join

SELECT Orders.OrderID, Employees.LastName, Employees.FirstName
FROM Orders
RIGHT JOIN Employees ON Orders.EmployeeID = Employees.EmployeeID
ORDER BY Orders.OrderID

Inner Join

SELECT Orders.OrderID, Customers.CustomerName
FROM Orders
INNER JOIN Customers ON Orders.CustomerID = Customers.CustomerID

Outer Join

SELECT Customers.CustomerName, Orders.OrderID
FROM Customers
FULL OUTER JOIN Orders ON Customers.CustomerID=Orders.CustomerID
ORDER BY Customers.CustomerName

(2) Aggregate Functions

Basic SQL functions involve returning a set of rows that match some criteria (“Show me all transactions from yesterday”). Sometimes, you’ll need to aggregate your data to answer summary questions (“Show me how many transactions we’ve had by day this year”). This is true for situations where you need to count, sum, average or find min/max.

Key Concept 1: Understand query level of detail

If you need to sum up every transaction from a single store, that’s easy – the level of detail is at the day + store level. However, if you want to see how many of each product was sold at each store on each day, suddenly you have three levels of detail (product + day + store). The more details someone needs in the data, the less aggregated it’ll get. Seems obvious but undoubtedly you’ll run into funky results when you THINK you understood the aggregation level but did not understand in reality.

Key Concept 2: Leverage GROUP BY

You need to tell SQL the level of detail in order for it to know how to aggregate your data. It won’t read your mind and if you leave any ambiguity, it’ll either fail to process (which is fine – at least you know) OR it will aggregate a ‘wrong’ answer (which is bad, you might not catch this!)

For example, let’s say you want that store data. If you don’t use Group By you’ll type it out something like:

//Example - this will fail

SELECT order_date, count(transaction_id)
FROM transactions

However that’ll return an error – SQL doesn’t see a GROUP BY statement and will tell you as much. It doesn’t know what to do with “order_date” and that ambiguity makes the query fail. That means you need to add in one more line to make it execute:

//Example - Show count of transactions by date

SELECT order_date, count(transaction_id)
FROM transactions
GROUP BY order_date

Key Concept 3: Filter aggregations with HAVING

Let’s say someone wants to only see days where there were at least 100 transactions. If you aren’t familiar with aggregations, you might write something like this:

//Example - this will fail due to using WHERE instead of HAVING

SELECT order_date, count(transaction_id)
FROM transactions
WHERE count(transaction_id) >= 100
GROUP BY order_date

SQL will throw you an error. The WHERE clause is to filter out individual rows – except the count() function looks at multiple rows at once. It won’t know what to do! Someone doing a SQL test will see if you pick up on this when whiteboarding a problem – this is a common ‘gotcha’ question.

SQL provides the HAVING clause to allow you to filter on an aggregated column, like so:

//Example - Dates with at least 100 transactions

SELECT order_date, count(transaction_id)
 as "TRANSACTIONS"
FROM transactions
GROUP BY order_date
HAVING count(transaction_id) >= 100

Notice that HAVING comes after GROUP BY – while not absolutely critical to remember the order of these, it’s a ‘nice to have’ if you can on the fly remember the order in which SQL clauses execute.

(3) Subqueries

This is typically the upper limit of SQL testing for Data Analyst jobs. Commonly you will need to use a subquery to pull in data into the SELECT, FROM or WHERE clauses. SQL is a very flexible language and you can use a subquery to define a secondary table with its own select/from/where logic that is separate from your main query.

For instance, let’s say that we want to adjust our query from part (2) and now we want an additional filter – a list of all days with at least 100 transactions AND at least one customer was from California. It may seem simple at first, but it turns out this requires a subquery.

Let’s say you initially try just adding

//Example - Initial attempt, adding in Customer table and...
//...adding in a filter for customers from California

SELECT 
    order_date, 
    count(transaction_id) as "TRANSACTIONS"
 
FROM transactions t
LEFT JOIN customer c on c.customer_id = t.customer_id
WHERE c.customer_state = 'CA'
GROUP BY order_date
HAVING count(transaction_id) >= 100

The above will return a result but it’ll be wrong. When you put the California filter in, the SQL script filters down to only rows with California customers. All other sales are removed. This means your numbers come out very low. In fact, now your query is returning a list of all days with at least 100 transactions solely from customers in California.

So, how do you use Calfornia as a filter in the aggregate without having it be part of your base query? This is where a subquery comes in. Let’s rewrite this as a sub-query in the LEFT JOIN statement and THEN use it in a where statement.

//Example - Add Subquery into WHERE clause

SELECT 
    order_date, 
    count(transaction_id) as "TRANSACTIONS"
 
FROM transactions t

//Add in Subquery into WHERE clause

WHERE t.order_date IN

    (SELECT distinct(t2.order_date)
     FROM transactions t2
     INNER JOIN customer c on
         c.customer_id = t2.customer_id AND
         c.customer_state = 'CA'
    )
    
GROUP BY order_date
HAVING count(transaction_id) >= 100

There are two crucial pieces here:
(1) I created a subquery finding days with sales to California
(2) I put that subquery into the WHERE clause to filter to those days

This is the flexibility of subqueries – I got to use a different level of detail to filter my base query. This is one of the most complex concepts you may be tested on. I considered subqueries to be right at the edge of “Expected” and “Nice to Have” and that line can be blurry elsewhere – so preparation is key here.

Bonus: CTEs

Common Table Expressions (CTEs) are becoming more and more popular. In fact, so popular that I’ve shunted the more complex subqueries in favor for CTEs. They essentially allow you to make something that acts and feels like a table, but only exists for as long as your query lasts. It is extra readable (think of how complex some subqueries can get in a long set of code!), and that readability is what makes it so powerful.

While I won’t cover the comparison fully today, I’ll save this discussion for a future blog.

In Conclusion

If you come to an interview with examples of previous SQL work and/or a knowledge of Joins/Aggregate Functions/Subqueries, you’ll do fine on the technical assessment for most roles. This is the basic toolset needed for analysts to get the job done and allows you to leverage your business acumen and soft skills.

Duelers’s Note: Jacob here. I’ve found it incredibly useful to keep a book around for reference purposes that I can dog-ear, highlight, and otherwise markup. Since I’m primarily in the MS stack, I heartily recommend “T-SQL Fundamentals” by Ben-Gan Itzik. There are great references for other SQL flavors too – but you will need to do your own research to find them.

Previous Related Posts

(1) The Many Wandering Paths to Analytics
(2) Landing Your First Analytics Job
(3) Defining Analytics Titles
(4) Technical Ability is Overrated
(5) 4 Soft Skills to Amplify your Analytics Career

Identifying an Ambiguous Problem

The past two Data Duel blogs deemphasized technical ability and touted soft skills as crucial for an analytics career. My goal is to bring the discussion out of the theoretical and into a practical example from my own career where I applied those four soft skills in an analytics context. In fact, the lessons I learned in the following example are ones I regularly utilize 6+ years later.

To define terms, “Ambiguous Problem” is one which no one clearly defines and for which no one provides a clear solution.

Let’s go back to 2014. I’m working at a manufacturing/distribution company. Growth is starting to explode, and I’m working as the org’s only data analyst. Reporting into the SVP of Sales, my desk is on the sales floor in the middle of ringing phones and reps busy entering orders into our system.

After a few months I notice something interesting. Nearly every rep has an Excel spreadsheet called the “Sales Catalog” up when they’re on the phone, showing various items for sale. Sometimes the row says “In Stock” and sometimes in red it says “Out of Stock”. I also heard grumbling – the sheet isn’t right. They’ll tell a customer “Yes that item is in stock” but when they go to order it, the system denies the request. Yikes, not a great experience for the customer or rep.

The process to correct data errors was also bumpy. Excel only allows one person to update a shared network file at once, and that person is the SVP’s Executive Assistant. Reps would call or ping the EA, telling them what update to make to the Excel file. Then all the reps had to close & re-load Excel to get the up-to-date information.

As I noticed these issues stacking up, I heavily leveraged empathy and curiosity to understand what the reps wanted to accomplish and why we ended up in this rather inefficient place. I talked to multiple people across the organization – sales reps, sales managers, systems – to make sure I had a grasp of everything.

These conversations let me take an ambiguous problem and define it:

Reps can’t get accurate and timely in-stock data to their customers.

Crucially, no one told me about this data problem or how to solve it. It was up to me to define and solve it

Developing a Solution

With the problem defined, it was time to work on a solution. This is where organization became crucial. As you may have noticed, there isn’t a single solution to this problem. Instead, I needed to break it down into sub-tasks:

(1) Figure out where the true ‘In Stock’ data in the system is stored
(2) Create SQL script to retrieve that data
(3) Get that data into Excel for the sales floor (It’s OK to keep something in a format familiar to them, even if it’s not fully optimal)
(4) Make the report better! (Wouldn’t it be cool if instead of just saying ‘out of stock’ it said when it would be back in stock?)
(5) Discuss V1 with leadership & iterate as needed before launch
(6) Launch new tool with training/documentation

Each of these steps was non-trivial. I had to dive into our database and really understand how the items moved into and out of stock. I had to figure out how to write an accurate SQL script to replicate those movements. I had to figure out how to connect SQL tables into Excel and create a reliable pipeline. All while making sure I kept a similar form-factor for the sales floor to maximize adoption.

In the midst of completing each step, I made sure to understand the accuracy needed. “Good Enough” data wasn’t necessarily clear. For instance, I added in some buffer to what ‘In Stock’ meant due to how fast-moving the data was. Items went into and out of stock quickly. I wanted to minimize scenarios where my document said ‘In Stock’ and yet the system didn’t let the customer put in an order. Additionally, I needed to hedge on when an item would be ‘Back In Stock’ — more on this in a later post!

Critically, I also went through development cycle with leadership and other trusted Sales team members to make sure what I made would match their needs. They would see an early draft, give feedback and I would fix that before starting the cycle again. This is again where empathy came into play – I needed to understand their problem and make sure what I created actually solved it, rather than assuming.

In Conclusion

Analysts provide massive value by identifying and solving ambiguous data problems. I learned that early on with this Sales Catalog example. I liberally applied each of the four soft skills to go from problem identification to problem solution:

Curiosity: Dug into what the reps were trying to do and what problems their existing solution created

Accuracy: Determined the tolerance of “Good Enough” data, both due to database limitations and hedging where I would prefer inaccuracy to rest

Organization: Broke down the problem into sub problems, which built into my final solution

Empathy: From start to finish, I made sure to listen to many voices across the team – both in understanding the problem and making sure my solution actually made their work lives easier

This same cycle has served me well time and time again in an analytics career. If you can proactively discover analytics problems and solve the important ones, you’ll quickly provide value to any company lucky enough to have you aboard.

Previous Entries in Everything Analytics

(1) The Many Wandering Paths to Analytics
(2) Landing Your First Analytics Job
(3) Defining Analytics Titles

Tunnel Vision on Technical Ability

If you were to ask someone “What skills are the hallmark of a data analyst?” the answers consistently center around technical ability: SQL, Python, R, Tableau, Power BI. The same shows up on most job postings – technical ability listed first.

That means it’s unsurprising when aspirational analysts focus heavily on “What technical skills / certifications do I need to be competitive for an open position?” To hammer the point home, I took a look at the Weekly Entering & Transitioning post at the Data Science subreddit. While not Data Analyst specific, there is a ton of overlap between people interested in Data Science and Data Analytics. Here are some excerpts:

“How are entry level prospects for someone with a bachelors in data science?“

“The main concern is that I don’t have any basic knowledge in any C language.“

“I have been teaching myself SQL/Python/HTML through CodeCademy pro“

This repeats week after week after week – never ending inquiries about the technical side of the job. In the words of Morpheus – what if I were to tell you…that technical ability will not win you an analytics job? This has held true both for me getting into analytics jobs, as well as interviewing many others for analytics positions.

There’s far more to a well-rounded Data Analyst, as someone in that same Reddit thread rightly identified: “While it’s easy to find resources to learn technical/mathematical skills, which I have been doing. Are there any resources for practising problem solving in the context of data analysis“

The Two Axes of an Analyst

Below is a quadrant depiction of how analysts are assessed in interviews and in their day-to-day. “Technical Ability” isn’t listed here.

Don’t get me wrong – technical ability is absolutely important. If you have no technical ability you’ll struggle to get the data you need to do your job.

But technical ability is just a means to an end. And it’s the most teachable type of skill out there! Even if there’s a gap, it’s easy to overcome with training. Business Acumen and Soft Skills are much more difficult to uplevel. I learned this lesson firsthand:

The Smartsheet Director of BI interviewed me three years ago for a Senior Analyst position. At the end of a 45 minute discussion, I realized I hadn’t been asked a single technical question. Not one check for SQL, or Python, or Tableau skill. So I asked, “Why didn’t you discuss my technical ability? Are you just trusting I know my stuff?” The director sat back, chuckled, and replied, “I only need to know how you think — if you have technical gaps we can fill those quickly.”

Technical Ability as a Multiplier

So, what place does technical ability have if it isn’t what analysts are measured on? It’s a multiplier – a 21st century career rocket fuel.

There are countless business leaders who have excellent acumen and soft skills. The C-Suites and corner offices are filled with those individuals.

As a data analyst you leverage technical ability to multiply how well you apply your soft skills and business acumen. Suddenly you’ll find yourself at tables you otherwise would never have seen, discussing critical business questions with C-Level individuals. Finding patterns in data requires technical ability, and data-driven stories are phenomenally powerful when wielded with strong soft skills.

In Conclusion

There is a massive focus on technical ability when really that’s just a multiplier for the core skillsets a data analyst brings to the table. As you read in last week’s post, Data Analysts help the business make better decisions leveraging data. That involves connecting the data to business problems utilizing Business Acumen and effectively/persuasively communicating findings with Soft Skills.

Don’t just take my word for it – perhaps at this point you’re wondering “What are these soft skills and how do I develop them?”. Jacob has just the post for you – see 4 Soft Skills to Amplify Your Analytics Career.