Many IT professionals prefer to recruit junior staff and train to prepare them for career progression, making long term retention a high priority. Hiring high-potential candidates and providing training allows companies to create long-term succession plans to ensure that staff are available and trained to fill leadership roles.
In a joint survey with Jobsite, Robert Walters surveyed over 700 senior technology professionals to find out their key strategies for ensuring long term employee retention. The Technology & Recruitment - The Landscape For 2017 survey revealed that varied projects and working with cutting edge technology are crucial to attract new talent, but structured career development and work life balance are most important to retain staff.
Jon Cleaver, CTO at Sofology shared his thoughts, “The technology industry is continually in demand. As much as recruitment can be a challenge, retention is crucial so it is important to focus on how to keep employees engaged.”
Download a full copy of Technology & Recruitment - The Landscape for 2017
Almost 7 in 10 of those surveyed stated that offering current employees the opportunity to work from home, or other flexible working options, is an effective way to ensure staff retention.
Clear career opportunities
Over half of senior IT professionals believe that a manager’s ability to clearly communicate opportunities for career development to their team is important to retaining employees.
Highlighting staff’s ambitions and career goals, and then showing how they can achieve that career progression within the company, shows that management recognises the individual drivers and strengths employees have. This also gives employees visibility on what their future within the organisation could look like.
As well, 53% stated that training provided, to demonstrate this commitment, is equally as important. Learn more about ways to train and upskill employees.
Effective management also plays a strong role in keeping employees engaged and happy in the business.
The survey highlights that 56% of technology hiring managers believe strong leadership is important to retaining staff in the long term. 44% said that mentor programmes coupled with strong leadership is particularly beneficial. Managers need to talk to their staff. Develop them. Train them. Bad companies, who frequently lose good staff, don’t know their employees and only regard them as units of resource
Jon continues, “Finding people with high skills, and then effectively managing them, is so important to retention. A strong leader can recognise how people work, and communicate that back to them, rather than just reiterate their responsibilities.”
“If you can help mentor a person to understand how they work and how they could work even better, they will be able to do 20 times the amount of work than someone who just comes in and gets on it with. They will also enjoy their job more and likely stay longer with the business.”
Tim Hargest, E.ON's Head of Business Technology, commented further, “Managers need to talk to their staff. Develop them. Train them. Bad companies, who frequently lose good staff, don’t know their employees and only regard them as units of resource.”
James Akrigg, Head of Technology for Partners at Microsoft expands on this, "You have to give people a variety of projects and ways for them to learn new skills or else they will go elsewhere. Train people through upskilling, and give them different interesting projects."
He continued, "You can't just take on any project to make money. Your staff will go stagnate and [almost certainly] leave. Instead, bring in different interesting projects to feed the hunger in the business."
Learn more and download a copy of Technology & Recruitment - The Landscape For 2017 to view the full survey results.
For more information about the Technology & Recruitment campaign, or for a confidential discussion about your career or hiring needs contact us today.