IT Employment Trends – Employee Retention

IT Employment Trends Research from Clarion Resourcing reveals that staff retention policies benefit significantly from candidate sentiment. Find out more. Our IT employment trends market survey was conducted online during October 2011 on a random sample of over 1,000 randomly-selected IT professionals from Clarion Resourcing’s permanent and contract career panel split roughly between 50:50% between contract and permanent candidates.

One of the most interesting findings from our survey from an employer’s perspective is the response in relation to employee retention.

The findings indicate that employer’s staff retention policies are benefitting significantly from candidate sentiment and a general reluctance on their part to seek new employment unless forced to do so by circumstances.   This reluctance is grounded in the current economic environment and can be explained by several factors.

The responses clearly indicate that employers’ expectations of their staff have in general become more onerous in terms of pressure for improved productivity from staff; approximately two-thirds (61 per cent) of respondents said there was an employer expectation for them to work longer hours for no additional remuneration. Candidates, in general, would expect this trend to continue.  However, just over 30 per cent said they expected their current employer’s headcount to increase over the next 12 months.  The impact of additional headcount on overtime for existing employees is yet to be seen and this is something we will examine in detail in our next research report.

Market sentiment expressed by candidates  is generally positive in that there are opportunities available.  However,  there is a marked aversion by permanent candidates to moving role as the move implies reverting to probationary status, which is a risk, a lot of candidates in permanent employment are not prepared to take. Employers should be aware that this trend will not continue indefinitely. We would feel the survey responses show that the additional benefit accruing to employers in terms of additional impetus to remain in a current role is strongly linked to the current economic climate.

A large number of workplaces have reduced headcount with the implicit expectation that the remaining employees will deliver the same or improved level of service to their clients. There is a very clear requirement for improved staff productivity. This is undoubtedly putting strain on the existing employees, however, the survey responses imply that employees will accept this change in circumstances as they feel other options are limited.

While employers should be aware that they are benefiting from a general tendency for candidates to remain in their current role in the short term – all else being equal – they should be aware that tradition human resource polices in relation to candidate retention should not be ignored. This reluctance to move roles is in our opinion directly tied to general economic conditions.

On November 28th, 2011, posted in: Blog by


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