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5 Ways to Retain Top Tech Talent

30 August 2019 By Christian Kenny

Adult Backlit Beach 1000445
Keeping hold of tech talent has never been tougher.

It’s a jungle out there. LinkedIn report that IT professionals receive twice as many mails as the average user, with software developers receiving 2.5 times as many. While the Dice 2019 Tech Salary Report found that 45% of tech workers are looking to change roles this year. These statistics make for uncomfortable reading for hiring managers everywhere and reflect the fierce competition for tech talent around the globe. But while loss of talent is an inevitable part of any business, there are steps you can take to improve your chances of holding on to great tech talent for longer.

We have brought together 5 of the best ways to retain top tech talent, below.

1. Focus on Opportunities

According to a recent LinkedIn report, opportunity is the number one factor driving talent into new roles. With 45% of the tech professionals they surveyed giving lack of opportunities for advancement as their reason for moving on. Opportunity doesn’t only mean promoting from within – although this is a key factor – it also includes the chance to gain certifications, build on skills and explore interesting projects. Employers need to continually challenge and upskill their tech teams to keep them engaged and motivated.

2. Keep Benefits Competitive

Although benefits aren’t the only thing to think about when it comes to retaining talent they are a vital part of the equation. With a culture of job hopping firmly entrenched in the tech marketplace, carrying out regular temperature checks on wages can be incredibly useful. And it’s not just cold-hard financial incentives that keep workers happy. Other benefits, such as flexible and remote working, employee discounts, and access to onsite facilities can all help your organisation to stand out as a great place to work.

3. Create a Culture of Inclusion

For a long time, the tech industry has faced issues around a lack of inclusion and diversity - this can be reflected in workplaces that don’t feel welcoming to everyone. An inclusive culture should be at the top of your priority list, not only is the right thing to do, it can boost retainment rates for staff who truly feel like part of a team. It’s vital to recognise workers as individuals and build a diverse workforce where all voices are heard.

4. Add Meaning

Workers, especially millennials and Gen Z are increasingly looking for meaning in the work that they do. They don’t want to simply get the job done and collect their cheque, they want to contribute to the bigger picture. What does the work you do mean for people? How are you changing the world? What charities and community projects you support? Start shouting about why the work you do matters.

5. Stand Out From The Crowd

In a busy marketplace, it pays to be different. This might be easy for tech giants like Google and Facebook, but for many organisations it means cultivating an employer brand with presence. A brand that speaks the language of your sought-after talent and can help to make you an employer of choice. It’s also important to remember that employer branding shouldn’t stop after someone steps through the door – it has to be a continuous and evolving dialogue.

Our expert consultants are committed to helping you find the best tech talent around. They are passionate, not only about finding talent with the skills you need but people who are the right fit for your organisation and culture. By creating meaningful talent connections we help to build working relationships that last.