What Employees Are Looking For In A Tech Job – Training & Development

Salary and compensation, work-life balance and career development are top considerations for job seekers in the ICT industry, according to new data from job search platform Seek.

Seek’s survey of 750 ICT job seekers has been released as interactive data on the website’s Laws of Attraction portal and provides insight into how application engines differ based on gender, age and seniority of job seekers, allowing employers to adapt their ICT recruitment strategies to targeted needs. candidates.

Seek’s research also revealed the five fastest growing average salaries for roles earning over $110,000 in the ICT industry.

These were, in order, Infrastructure Specialists, QA Analysts, Success Managers, Services Engineers, and QA Engineers, all growing an average of 17-21% from one year to the next.

The data was collected by Seek and independent US research firm Qualtrics by asking Australians looking for a job or considering a change in role in the next two years to rate the importance of the factors driving them to To apply for a job.

Salary, work-life balance and career development rated most important by ICT job seekers

Salary and compensation was the top attraction driver with an importance score of 29.4%.

“ICT over-indexes the importance of salary and compensation compared to other industries,” the report said.

“Within salary and compensation, base salary is the most important sub-driver with 69% of respondents saying it is a must, followed by salary review at 51% .

Work-life balance was rated at 21% for importance, and the top sub-drivers of work-life balance were the ability to work from home or remotely, which respondents rated at 46% for importance, followed by flexible working hours, which they rated at 29%.

Career development comes third as a motivating factor with 12.3%.

The report found that “compared to other industries, ICT under the indices on the perception of in-house training programs as a ‘must have'” at 23%, while on-going skills development and coaching jobs are better rated at 41%.

What drivers do IT channel players also play in their recruitment strategies?

CRN spoke with IT channel partners to find out if they found the results surprising and what factors they incorporated into their hiring campaigns.

Pattern AC3 Simon Xistouris, provided by AC3

The boss of cloud service provider AC3, Simon Xistouris, said Seek’s findings on ICT recruitment factors were both surprising and unsurprising.

“In the past, people focused on the colleagues they worked with and where they worked, whereas now, in the age of working from home, those things have become largely invisible, just faces. on the other end of a virtual meeting.”

“It is understandable that the priority of these aspects has slipped, while [the] compensation package priority increased; it’s the one constant in any organization.”

“When it comes to factors such as work-life balance, flexibility is built into the way we work and some candidates have stated this as a key reason for joining us.”

“We have a state-of-the-art head office located in the new NSW Tech Hub, 3 minutes from Central Station. We are also incorporating more flexibility into the leave policy.”

“We offer advance purchase leave, as well as annual leave payments”

Xistouris said career development plays an important role in how AC3 recruits and retains staff.

“We hire and promote based on attitude because we believe we can nurture and develop talent.”

“We are proud to have stories of people who started at the front desk and are now part of the management team.”

Platinum Technology’s director of sales and operations, Joseph Girgis, said Seek’s findings were “not at all surprising.”

Girgis said the Baulkham Hills-headquartered managed services provider had incorporated factors that Seek said ICT employees find attractive to recruits.

Girgis said recruits were guaranteed career development by “putting in place a clear policy of ‘internal promotions first’ before entering the market”.

Girgis also said the company offers employees work-life balance “a day off, a range of additional paid vacation benefits,[s] hired to ensure minimum travel time (better work/life balance) [and] work from home in the roles that make sense.

Few differences in what attracts men and women to ICT jobs

Seek’s data showed that women cared only slightly less about salary and career development and only slightly more about work-life balance in ICT jobs.

Women applying for ICT jobs gave salary and compensation an importance rating of 27.1%, just 3% less than men, who rated it at 30.1%.

Women rated career development 10% for importance, only 2.7% lower than men, who rated it 12.7% for importance.

Women rated work-life balance at 23.9% for importance, 3.4% more than men, who rated it at 20.5%.

Millennials in ICT care more about career development and work-life balance than baby boomers

There was a significant difference between the factors that millennials (25-41 years old) and baby boomers (over 58 years old) said were the most attractive for an ICT job.

Baby boomers rated career development at 2% for importance, 13.7 lower than millennials who rated it at 15.7%.

Baby boomers rated work-life balance at 14.7% for importance, 6.2% lower than millennials who rated it at 20.9%.

However, respondents from both generations valued salary and compensation to about the same degree, with Millennials rating it 31.2% for importance, 2.5% more than Baby Boomers who value it. estimated at 28.7%.

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