Why Top-Performing IT Pros Get Lured Away
Why Top-Performing IT Pros Get Lured Away
With recruitment wars heating up, companies are happy to woo tech talent from their competitors—and even search outside of their industry to connect to candidates.
Expansion Plan
78% of survey respondents say their organization will increase the hiring of IT professionals this year, with 46% anticipating tech staffing growth of no less than 10%.
Hot Jobs
75% say it will be either “very” or “extremely” important to aggressively recruit for software app developers/architects in 2016, and 55% say the same about Web/IOS developers.
Personnel Problem
43% say that the finding and hiring of the right tech talent represents a top concern, and 18% indicate that they greatly struggle to retain IT employees.
Greener Pastures
27% say tech employees are leaving their companies because they aren’t getting paid enough.
Next, Big Thing
21% say IT workers are leaving to pursue more exciting opportunities and/or the chance to work with new, “hot” technologies.
Intervention Effort
53% say they’ll try to retain a tech employee if they know the employee is being pursued by a competitor.
Top Reasons Why Tech Job Candidates Turn Down Offers
Better compensation offers from other companies: 39%, More promising career/professional development through other potential employers: 18%, Better benefits offered elsewhere: 10%
Talent Well
More than 35% of survey respondents say their company recruits talent from within its own industry, and 24% say it seeks to hire employees away from competitors. Nearly one-of-five say their organization recruits IT workers from outside of its own industry.
External Focus
Less than 9% say their company recruits tech talent within the organization.
Outside Assistance
65% say their company’s need for tech consultants this year will either increase, or remain the same.
Holiday Cheer
More than three-quarters say year-end bonuses for IT pros in 2015 were higher than the year before, with one-in-10 saying they were at least 11% higher.
