The IT sector is still very much picking up, in 2017 it has become a market where there is more demand than supply. This means it’s a market that is very much candidate driven. How do you navigate through such a market as an employer and how do you make sure that you attract the right talent?
The average IT specialist is a higher professionally educated male who has studied either ‘information’ or ‘Economics’. He usually likes to work close to home, which is very possible due to the clusters that have been formed throughout the country (North-Holland, South-Holland, Utrecht and North-Brabant). Flexiworking is a must for this group, who see secondary employment conditions as a very important criteria in their decision-making. Even though salary still is the biggest reason for switching jobs, it has become apparent that factors like career opportunities and developments have become very important.
This means we as employers have got some work to do when wanting to attract the best talent. When salary alone isn’t enough to hire and retain the right people, we need to broaden our perspective. We need to establish what we want our business culture to be like and how we can offer our people something our competitors don’t. Learning and Development plays an important role in doing so. Because a lot of IT specialists are intrinsically motivated to learn, it is important to provide a space where they can do that. Next to offering them a future perspective, it keeps them up-to-date and therefore prepares your organisation for the future. It keep you ahead of the game.
Research has shown that 1 out of 3 IT specialists is latently searching for a new job. This means that they are open to it but not actively pursuing. Because future perspective, and changing job position are the biggest factors of doubt, it is important to keep your personnel with you by enabling them to grow every two or three years. Throughout those years it’s important to provide them with courses and short term learning opportunity’s.
In conclusion, it all comes down to monitoring and adjusting. This means noticing risks in time and arranging enough inflow of juniors shifting to senior positions when seniors leave the company. Within IT nothing is as important as continuity. A missing link in a department can cause the transferring of legacy to fail and company information to be lost.