A point of interest is the disparity between what tech professionals value most and how well their current employer delivers on these employee value propositions (EVPs).

Salary and benefits is an important value proposition for all three ICT sub-groups. However, among the top ten most important EVPs, workers in the ICT sector rank their employer's compensation packages near the bottom.

As competition for specific technology skills remains high, employers risk having higher turnover rates if they don’t meet worker expectations for competitive salaries and benefits. Partnering with recruitment agencies like Randstad is one of the best ways to learn what the market average is paying for a role. Our specialised recruiters conduct regular market research and connect with companies and hiring managers to monitor job market trends that would be useful for your workforce planning.

Work-life balance is a critical EVP factor in attracting and retaining talent in the technology sector.

Since ICT workers value their work-life balance, employers need to carefully consider how they can support their employees, whether through offering flexible working schedules or specialised leave days so employees can rest and recharge. Employers need to communicate this support clearly to prospective employees through their employer branding strategy if they want to attract stellar IT talent.

employees’ top unmet need is work-life balance

Although an attractive salary and benefits was ranked as the top incentive for tech professionals, a good work-life balance is equally important for them.

When looking to improve their own work-life balance, the top two actions ICT workers took were working more remotely (36%) and working more flexible time slots (35%). This is in line with what the ICT workforce wants from employers to improve their work-life balance, ranging from flexible work arrangements (47%) to employee perks such as continued education and meals (42%).

Given that tech professionals are in a prime position to choose which companies they want to work for, employers that fail to meet their expectations risk losing top talent to competitors who can offer the benefits they seek.

70% of employees expect a blend of working remotely and on-site in the future

Flexible work schedules are a new baseline expectation for employees in the new normal. Being able to work remotely not only helps people be more productive, it gives them the freedom and flexibility to work whenever and wherever they want.

70% of tech professionals expect to work both remotely and on-site in the future. Being able to manage work remotely allows IT professionals to adjust their work schedules to accommodate personal activities and home life, which explains why work flexibility is a strong talent expectation.

83% of tech professionals want their employers to offer upskilling opportunities

Despite the high expectation for training, only 67% of technology professionals felt that their employers offer enough learning and development (L&D) opportunities to grow themselves professionally.

To meet growing talent training expectations, employers need to strengthen their L&D programmes to ensure that they are relevant enough to encourage human development. Managers play an important role in upskilling their employees through on-the-job learning opportunities in addition to formal and mandatory training programmes.

Being highly involved in employees’ day-to-day responsibilities, managers tend to be more aware of the challenges that the employees face at work. This includes guiding and supporting employees in problem-solving and making independent decisions. Through undergoing various work situations, tech professionals will learn how to overcome similar challenges in the future.

Working professionals today want robust learning opportunities that will prepare them to take on more responsibilities at work and realise their true potential. Companies that showcase their comprehensive L&D roadmaps and demonstrate how employees have advanced their careers through these programmes are more likely to attract talent who are looking for similar learning opportunities to grow their careers.

download the 2022 randstad employer brand research - global ICT report.

Building a strong talent attraction strategy in technology means that employers need to have a deep understanding of employee and talent insights.

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