How to give technology professionals what they want

But what do today’s IT and technology professionals really want? And how can you give it to them?

The CompTIA AITP study, Evaluating IT Workforce Needs, is a good place to start.

More resources for training/personal development and career advancement opportunities came out on top of the IT Pros’ wishlist.

And it’s meeting this desire for a progressive culture that can clearly differentiate one tech employer from another.

We’ll cover:

• Ticking all the boxes
• Creating that ideal culture
• Investing in learning and dvelopment

Ticking all the boxes

Let’s address the elephant in the room first. Salary remains a key consideration for tech professionals. In fact, high pay/earnings potential is still the number one reason why 38% have chosen to work in IT.

However, unless you have bottomless cash reserves, simply competing on price is not a sustainable option.

There also needs to be a more holistic approach to your employee engagement.

Tech businesses need to show their employees how they can solve real-world problems and contribute to wider society.

There also needs to be an emphasis on learning and career pathways as well as wellness.  

Creating that ideal culture

If it’s not all about bigger pay checks, then how else can your business gain a competitive edge?

Creating a great company culture and showing your people you care about them is also vitally important.

Beyond salary, flexible working is the number one consideration, according to a Payscale study on millennials in the tech space.

Meanwhile, Stack Overflow’s Developer Survey found that 53% of respondents valued remote working as their top priority.

Other desirable workplace perks include wellness packages, such as gym memberships. However, even giving your employees a say in the technology they use can also go a long way to empowering and engaging them.

Key takeaways:

• Salary isn’t everything but it’s still important. Benchmark against your competition.
• Having a positive attitude to flexible and remote working is essential.
• Your benefits package, including wellness incentives and allowances can make you stand out.
• Giving your employees a voice on company-wide decisions helps foster greater communication and collaboration.

Investing in learning and development

It’s no surprise to hear that tech professionals want to learn new skills. In such a rapidly changing field, falling behind simply isn’t an option.

Professional IT network Spiceworks found that one third of IT professionals plan to find a new employer in 2018. Among those, 75% are seeking a better salary, 70% are looking to advance their skills, and 39% want to work for a company that makes IT more of a priority.  

Learning and development is certainly high up on the agenda.

Companies such as Salesforce, Yelp and Adobe are well-known for their forward-thinking L&D programs.

However, you don’t have to be a tech giant to invest in your people and create a learning culture.

eLearning providers such as Udemy, EdX and Codeacademy offer cost-effective and customisable programs.

San Francisco-based privacy solutions company TrustArc have integrated Udemy learning with their onboarding. If a new hire wants to receive a company hoodie they have to complete the relevant EU GDPR: Employee Awareness Training Certificate 2018.

That’s just one example. By getting creative and creating clear development opportunities aligned to your business objectives you can start to upskill your workforce and offer them the learning opportunities they crave.

Key takeaways:

• Tech professionals want to learn. Make sure it’s at the top of your priority list.
• Research which eLearning providers can help you accelerate your learning journey.
• Reassess the relevancy of your learning initiatives and how they’re tied to your business objectives.
• Create career pathways/incentives aligned to your L&D programs.

Is your organization trying to attract technology professionals? Give me a call on +1 786 8704240 or email liam.murray@bps-world.com to discuss your hiring priorities and how we can help.