Discover how to get the best IT Talent for your company
In the technology sector, companies are constantly looking for qualified professionals to promote their projects and stay updated in a changing market. While high salaries used to be the main attraction, times are changing and IT professionals now increasingly value family balance and flexible work options.
In this article, we will learn how a good family balance and flexible work policies can be the key to attracting and retaining the best IT talent.
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How to attract the best IT Talent
The path to attracting and retaining the best IT talent goes far beyond salaries. Family balance and flexible work options are critical elements in the talent attraction strategy in today’s technological world.
The path to attracting and retaining the best IT talent goes far beyond salaries
Companies that recognize this paradigm shift and adopt progressive policies will be better positioned to build world-class IT teams and meet technological challenges. Implementing the following strategies:
Strong organizational culture
A strong organizational culture in a company is essential to understanding how your teams relate.
This culture is influenced by factors such as the company’s history, its purpose, vision, values, challenges and technology.
However, two critical factors are power hierarchy and business objectives, as they shape brand identity and internal and external interactions.
Here is a brief overview of the types of organizational culture:
- Power-oriented organizations: competitiveness in the market is prioritized. Key decision-making is concentrated in a charismatic leader, and information transparency is limited.
- Organizations oriented to the norm: they seek stability and continuity. Internal rules and regulations are strictly followed, and responsibilities and tasks are clearly defined.
- Results-oriented organizations: focuses on improving efficiency and optimizing resources to be competitive. They seek to achieve short-term objectives and minimize costs, including labor costs, to achieve them quickly.
- People-oriented organizations: the motivation and involvement of employees in the company’s values and objectives is valued. The improvement of skills, creativity and teamwork is encouraged.
Today, many companies in Europe are trending towards a people-oriented organizational culture. They recognize that motivating talent leads to customer and supplier satisfaction, and also improves overall company performance and productivity.
Professional development and growth
By offering training opportunities, development programs and clear career plans, companies demonstrate their commitment to individual growth.
This not only gives them the opportunity to acquire new relevant skills and knowledge , but also shows them a clear path to advancement and internal promotion. Apart from promoting cooperation between colleagues by allowing them to learn new skills and strengthen communication, it increases self-esteem, motivation and performance at work.
Recognition and rewards
It may include financial incentives, bonuses, promotions, public recognition or internal recognition programs.
These practices demonstrate that the organization values and appreciates the work of its team.
Healthy work environment
This involves ensuring the safety and wellbeing of teams, providing a balance between work and personal life, and promoting healthy work practices, such as regular breaks, wellbeing programs and team-building activities.
Human talent must feel heard, be able to express their ideas and concerns, and receive regular feedback on their performance.
Additionally, it is important to transparently communicate the company’s goals and direction, so that they feel an integral part of the process and understand how their work contributes to the overall success of the organization.
Providing work options with flexible schedules, teleworking or compressed days can be very attractive to retain the best IT talent.
This allows them to balance their personal and professional responsibilities more effectively, contributing to their satisfaction and commitment.
The VI Health and Life Study highlights that 40% of workers would be willing to give up part of their salary for a better family balance. This disposition depends on the age, gender and situation of each person, with men having a greater predisposition than women on this issue, 41.5% compared to 39.3%.
On the other hand, the study affirms that as one ages, the idea of losing salary is progressively less considered. While 48% of young people surveyed would support greater family conciliation, only 13.6% of people over 65 would accept a salary reduction.
Depending on the worker’s personal situation, his or her preference will be different. For example, 49.2% of people who telework say they prefer to lose part of their salary rather than have less work-life balance.
This study also analyzes that there is a direct relationship between job satisfaction and having recently suffered stress, anxiety or depression. This means that 72.3% of people who have not experienced these diseases tend to be more satisfied with their jobs.
According to the survey, if we look at the profiles, people with children and those who think their economic situation is good are the ones who say they are happiest with their job. while the most dissatisfied profiles are people in the age range of 41 to 55 years.
Referring to the degree of job satisfaction, only 24.2% of those surveyed are considering changing jobs:
- For 41.8% of them, the salary increase was the main reason.
- For 18.4%, the importance of flexibility and teleworking.
- And for the 10.8% a better career plan.
There are other minority reasons that affect the decision-making to change jobs, such as variable remuneration, a good work environment or the social benefits that the company has.