Tech unemployment is reaching all-time lows across the nation, which is excellent news except for the fact that demand for top IT pros is at an all-time high.
That’s a recipe for an increasingly competitive market. This is a challenge not only for companies that have actively open tech positions, but also those companies whose IT professionals might be tempted by this lucrative market.
In either circumstance, though, the effort toward retaining top tech talent needs to come before hiring initiatives. When an organization reverses these strategies, turnover is rarely improved and the company gets stuck in the hiring cycle perpetually. Their rationale is often a problem with metrics; retention programs can often feel intangible, and success is hard to measure. But have they considered all the options?