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Starting a career in Data Science can vary depending on your background and experience. Here are some ways to get started in the field:
Degree in a relevant field: A bachelor's or master's degree in computer science, statistics, mathematics, physics, or another related field can be a good starting point for a career in Data Science.
Data Analysis and Programming Skills: Experience in data analysis, programming, and working with statistical methods are essential for a career in Data Science. It is advisable to gain experience working with Python, R, SQL, and other relevant tools and technologies.
Internships and Volunteering: Internships and volunteering in Data Science projects or with companies can help gain practical experience and skills.
Online courses and certifications: Online courses and certifications in data science and related fields, such as data mining, machine learning, and artificial intelligence, can help gain knowledge and skills.
Networking: connecting with professionals and others in the industry can help identify potential job opportunities and gather information about the industry.
Some of the most common entry-level positions in data science include data analyst, data scientist, business analyst, and machine learning engineer. Most companies offering data science positions are looking for applicants with a combination of technical skills and an ability to interpret data and turn it into business results.
Social media marketing can be a very effective way to find and attract applicants for your job openings. Here are some tips on how to use social media in your HR search for new talent, specialists and trainees:
Choose the right platforms: Every social media platform has its own strengths and weaknesses. For example, LinkedIn is a great platform for finding professionals and talent, while Instagram or TikTok may be better for finding trainees. Identify the platforms where your audience is most likely to hang out.
Create a professional presence: No matter what platform you use, make sure your business profile is professional and attractively designed. Use consistent branding elements and showcase your work culture, benefits, and values.
Leverage targeted ads: Social media ads can help you reach your target audience more accurately. You can show ads that target specific demographics, interests, or locations.
Use relevant hashtags: Hashtags can help make your posts visible to people searching for specific topics. Use relevant hashtags to increase your reach and attract potential applicants.
Share content that reflects your work culture: Publish posts that show your employees, work environment and company culture. This allows potential applicants to gain insight into your company and get a better idea of whether they fit into your organization.
Participate in discussions: Being active in groups or forums on social media platforms can increase your reach and position yourself as an expert in your field. This can attract potential applicants and position your company as an attractive employer.
Use video content: Videos can be a very effective way to engage potential applicants and get them interested in your job openings. Use videos to show your work environment, your people, and your company culture.
Overall, social media marketing is an important part of any modern HR search. By following these tips, you can engage and attract potential applicants in ways that traditional HR search methods cannot.
1. Focus on internal recruiting: companies should focus more on internal sources such as retraining, mentoring programs and internal training to meet their needs for qualified employees.
2. Creative approaches to employee search: companies can use creative approaches such as social media scouting, digital talent and networking platforms, employee referrals and virtual events to find qualified candidates.
3. Adapting to changing work conditions: Companies must adapt to the increasing demand for flexible work schedules, remote jobs and part-time positions to attract qualified candidates.
4. Investing in new technologies: companies need to invest in technologies to simplify the employee search process, such as automated search algorithms, AI-powered recruiting tools, and digital applicant assessment tools.
5. Tapping new talent: companies need to tap new talent in non-traditional sources, such as students, veterans or older workers.
The year is drawing to a close - but we are turning up the heat once again and launching the 2023 version of our media & PR database, one of the most comprehensive editorial directories on the market and your PR software alternative.
This means for you: Over 20,000 entries and contact details of thousands of newspapers, magazines, radio & TV stations, press portals & news agencies, publishers, blogs and much more on over 750 topics in the German-speaking world for a higher reach of your press releases, greater media presence and contact building in the editorial offices.
If you order by the end of the year, you will receive database access starting at just €274, including 12 months of updates.
Increase media visibility now and save! For more visitors, customers and applicants.
All information and order at https://www.fischer-data-science.com/en/media/.
The Media & PR Database 2023 is here. A lot has happened since the last major update of our Media & Editorial Directory. The latest update expands the database to now over 20,000 entries in Germany, Austria and Switzerland (over 150,000 worldwide) on over 750 topics. In total, over 6,131 new entries were added in the DACH region in 2022 (13,300 worldwide). New additions are the types publishers, blogs, online portals, podcasts, forums & communities.
Among others, the following were added:
For this, our algorithms crawled over 20 million web pages with an average of over 3 million queries per week. In total, over 250,000 changes were made, including around 20,000 in the last month.
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