Remuneration is not the be-all and end-all, but it's still a primary concern. Pay data is readily available online, and transparency about pay and the relationship between remuneration and performance is becoming ever more important. You may have to pay a premium for top tech talent, but these individuals do know their importance in the world of work.

Reward loyalty with progression and pay the desired rate whenever it's affordable. It will motivate your workforce and help you to avoid losing talent and having to pay their replacements even more. This study has found that 37% of tech professionals expect a raise of more than 10% this year, with 15% expecting more than 20%. Tech professionals know their worth and know what they can get elsewhere. Meet or beat expectations to secure the skills you need.

We have found remote working, work-life balance, and career progression to be the next most important attraction factors. However, it's also vital to invest in Diversity, Equality and Inclusivity initiatives, a Sustainability policy that avoids greenwashing, and robust Corporate Social Responsibility actions. This study has found that just 10% of employers across all countries see their commitments to diversity, sustainability and social responsibility as factors for employee attraction and retention, but these are likely to become vital parts of any futureproof workforce strategies.

Intense, sprint-oriented projects and tech professionals' inclination to chase challenges means that balance is everything to avoid burnout. The tech industry is constantly evolving and keeping up with new technologies and practices can be overwhelming. Proper work-life balance allows tech professionals to take time to learn and recharge, which is critical to maintaining a high level of productivity and engagement.

Rather than relying on a fixed workforce strategy with a primary focus on permanent employment, organisations could focus more on the skills needed to complete a particular task or project. This approach opens the door to a wider range of workforce solutions for projects and the incoming contingent workers can refresh staff and processes already in place.

Tech professionals expect hybrid and remote work. Reverting to an office-based model may be optimal for some of your workforce, but it could hinder your ability to attract and retain professionals in the tech field, where many roles don't require proximity and a high degree of autonomy is expected.

Removing the firewall of location could be one solution to ease the skills shortages companies are facing. Onboarding more non-permanent talent for challenging projects and implementing selection processes that consider transferrable skills from different profiles will help to further narrow the skills gap. What's more, all of this will bring in diverse perspectives and valuable disruptors who can challenge conventions and drive innovation.

While it's important to consider legal nuances to maintain compliance when adopting a boundaryless approach to hiring, working with a recruitment partner that can navigate the red tape will help you to find and engage in-demand talent at speed.