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With digital transformation reshaping industries in recent years, there’s far more demand for tech talent than there is supply. And the situation is unlikely to improve soon — by 2030, there could be a global shortage of more than 85 million IT workers.
While going head-to-head with other companies for the best tech talent might seem daunting, there is cause for hope. Almost 9 in 10 IT professionals are open to new opportunities, which means if you offer them what they’re looking for, you’re in with a fighting chance of bringing them on board.
So, how do you make your company stand out from the crowd? Read on as we reveal what tech talent truly wants, plus the best hiring strategies to land your ideal candidate.
Instead of thinking about how to attract talent from an employer’s perspective, put yourself in a tech candidate’s shoes. At a base level, tech talent is looking for three things.
Michael Page surveyed almost 2,000 tech professionals in Europe as part of our Talent Trends 2024 report. When asked about their number one priority when choosing a new job, the clear winner with 32% was salary, bonuses and rewards.
As it stands, 61% of European tech professionals are satisfied with their salaries, which indicates there’s plenty of room for improvement. But just how do you make sure you’re offering qualified candidates appropriate compensation? First, you must establish a clear salary scale. Such a scale will help guarantee that employees are fairly compensated relative to their roles and contributions within your organisation.
Next, you have to benchmark all salaries to ensure compensation levels remain competitive relative to the external market. Identify similar organisations and collect salary data from sources like industry reports, compensation databases and job postings.
Want to get a head start? Explore the latest tech salary data in our Dutch Salary Survey report.
Talent Trends survey found nearly one in four (25%) tech candidates choose flexibility as their top priority, while 72% of IT professionals say flexible working hours are a must-have. When consulting our report, we see candidates generally prefer fully remote work, although hybrid positions are also popular.
As with many aspects of life, balance is key. Over a quarter (28%) of tech workers bring up work-life balance during job interviews, and 51% believe a healthy balance contributes to job satisfaction.
Quick-thinking companies aiming to attract top IT talent have begun to respond by introducing a four-day workweek. Studies show that giving employees an extra day off enhances their mental and physical well-being and, crucially for organisations, also increases business productivity and revenue.
One quality the best tech candidates frequently share is that they are ambitious. That means if you can promise career development pathways and provide adequate opportunities to move up the ladder, you’ll be one step closer to having them on your team.
Given the world of tech moves so fast, it’s essential that workers are up-to-date with developing systems and skills. Start by implementing comprehensive training programmes, and sustain engagement by introducing certification opportunities and providing ongoing mentorship from senior employees.
Considering 51% of IT professionals are actively seeking a new role, attracting tech talent shouldn’t have to be particularly complicated. Aside from providing competitive compensation, flexibility, work-life balance, and opportunities for career progression, you can capture candidates’ attention by:
From the job description to the onboarding process and day-to-day work at your organisation, you must define clear roles and responsibilities. Give candidates a comprehensive understanding of your expectations and provide them with ample opportunities to clarify any doubts.
To inspire candidates, give them a clear vision of where your company wants to go and the results it will achieve. Remember to be upfront about your needs before posting a job vacancy. If the position is better suited for a temporary role, contemplate hiring on a contractual basis.
Get up to speed on the nuances of contracting by reading our guide to hiring contracting talent in Europe.
One of the best ways to establish your company as a desirable place to work is by building the company culture.
Begin by defining your core values — tech professionals are increasingly seeking employment with companies that align with their principles. Younger IT workers are perhaps the most value-driven, with 90% of Gen Zers and millennials saying they’d switch jobs for a company whose culture fits more closely with their beliefs.
While it’s undeniable that tech workers are ambitious, they’re also increasingly prioritising their mental health. Our recent survey found that over 82% of European IT pros would pick mental well-being over career progression — which is all the more reason to create the type of work environment where they can thrive.
Eager to showcase your company’s commitment to diversity and inclusion? Start by actively promoting diversity in hiring practices, implementing diversity training, and establishing inclusive policies and practices that promote equality and belonging for all employees.
The glass ceiling is there to be broken. Read our guide to avoiding hiring bias and supporting women in tech.
Unsurprisingly, the best tech candidates are looking to work with the best tech tools. Demonstrate you’re at the forefront of technological innovation by investing in innovative technologies and platforms.
Pay close attention to technological advancements; we’re currently seeing significant progress in areas such as AI, cybersecurity and cloud engineering. Remember, tech talent acquisition doesn’t need to be complicated: The best candidates are unlikely to settle for working on an outdated set-up, so make sure you can offer cutting-edge tools.
Committing to technological investment not only attracts the right profiles but also helps you retain talent. The last thing you need is to lose great workers; avoid restarting the hiring process by showcasing your commitment to investing in both your company and your employees’ future.
Hiring tech talent is never simple. You may have identified the profiles you need in your IT team and positioned your company as a great place to work, but recruiting tech talent can still easily go wrong.
So, how do you get tech hiring right? Again, by putting yourself in the top candidate’s shoes. Think about how you can make them feel not just welcome, but like your company truly wants them. Build a great HR department and make sure hiring managers and other employees listen to candidates closely, show empathy, and communicate transparently throughout the recruitment process.
Chew over the old idiom, “the early bird gets the worm.” A candidate might be interested in your organisation, but with other companies hovering, your sluggish hiring process could easily lead to an unsuccessful outcome. Whether it’s true or not, job seekers typically perceive quicker-moving companies as more interested in securing their services.
In today's candidate-driven market, taking a proactive approach is essential. First things first, you need to ensure you're searching for tech talent in the right places.
There’s nothing wrong with using an online job platform, and specialised job boards which are tailored to the industry can be worth exploring for some tech roles.
You should also consider attending tech events, hackathons, and coding competitions. These events often attract highly skilled individuals and provide opportunities to assess candidates' skills firsthand.
But given the limited pool of top tech talent and the large number of companies ready to swarm at the hint of a suitable candidate, your best bet is to partner with a recruitment specialist. Michael Page stands out as the leading IT talent acquisition firm, boasting a global database of high-calibre tech workers and a host of tech experts. We help you identify the right profiles, streamline the hiring process, and make sure you secure your ideal candidate. Contact us today to get started.
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Key insights on salaries by sectors and market trends.
