Four Ways to Up Your Tech Worker Recruitment and Retention Game

Four Ways to Up Your Tech Worker Recruitment and Retention Game | Mercer 2018

Our Thinking / Career / Voice on Talent

Four Ways to Up Your Tech Worker Recruitment and Retention Game
Calendar01 March 2018

Digitalization transforms businesses. At its best, it simplifies processes, enhances efficiency, and boosts productivity. Yet, Mercer’s 2017 Global Talent Trends study found just 8% of companies consider themselves a digital organization. The result? A rush to hire IT talent. As businesses continue their digital journey, here are four ways to improve the way you attract, and retain, IT specialists.

Start your hiring process early

In the last 12 months, organizations have found it takes longer and longer to fill IT roles. The average time to hire is now 3.4 months. For technology-based positions, get in front of future employees early and expect potential delays in the hiring process.

Anticipate stiffer competition for in-demand jobs

Recent trends show there is a direct correlation between the most sought-after jobs, and the jobs companies consider “very difficult” to recruit. The following jobs are in highest demand and top the list for most difficulty filling: Information Security Professional, Applications Systems Analyst/Programmer, and Network Engineer.

Understand the skills in highest demand

Labor market demands are exceptionally high for certain skillsets. Expect recruiting difficulties and increased competition if seeking individuals with the following skillsets: Architecture Skills (for example Application, Data, Infrastructure, and Security); Information Security Skills (Cyber Security and Forensics); Business Intelligence/Information Analytics Skills; and Cloud Computing Skills.

Analyze your voluntary turnover

Voluntary turnover in technical positions is currently volatile. Over the past year, voluntary turnover rates for IT positions in Canada increased 1.2%, and decreased 0.9% in the US. However, when you factor in retirement-related turnover, the numbers become uniquely varied. To make sense of it all for your organization, try analyzing the common causes (retirement, new job opportunity, etc.) of your voluntary turnover to gain additional workforce insights and respond accordingly.

 

Source: Mercer/Gartner IT Jobs and Skills Survey: Building the IT Workforce of the Future 2017