What Talent Wants Hero

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ORGANISATIONAL STRATEGY VS WHAT TALENT WANTS

What Talent Wants Block 1

Before we look at how current workforce strategies resonate with the needs and desires of tech professionals, we will look at the extent to which tech professionals' thoughts align with those of other professionals from across the EMEA region.

What Talent Wants Block 2

A SENTIMENT SENSE CHECK

Tech and non-tech professionals generally display similar trends when it comes to satisfaction levels around jobs, pay and work-life balance. But when we zoom into different regions, some dissonance does appear. We can see this most clearly with remuneration in Central Eastern Europe (CEE), where tech professionals appear to be more satisfied with their pay than non-tech professionals. As we will see later, tech professionals in Poland, the largest CEE country, received higher salary increases last year than elsewhere in EMEA. Many of these raises can, however, be attributed to organisation-wide increases made in response to soaring costs of living. Inflation has been considerably higher in CEE than in the other regions of this study.

Nevertheless, as you can see from the charts on the right, tech professionals and non-tech professionals do generally share common sentiment across EMEA. It's difficult to determine whether this is because tech has permeated every role or because individuals from diverse backgrounds make up the EMEA tech workforce.

Either way, it's safe to say that organisations that understand these shared priorities but also consider regional differences and practice inclusive policies will be more successful in attracting the best tech talent.

Tech professionals are generally more satisfied with their remuneration, especially in Central Eastern Europe:

Tech professionals satisfied

All professionals satisfied

All Regions
FraBeNeLux
CEE
Southern Europe
Middle East
0
20
40
60
80
100
63%
56%
67%
63%
72%
60%
51%
45%
51%
52%

Job satisfaction is also higher for tech professionals in all regions, apart from FraBeNeLux…

Tech professionals satisfied

All professionals satisfied

All Regions
FraBeNeLux
CEE
Southern Europe
Middle East
0
20
40
60
80
100
68%
64%
61%
61%
77%
70%
63%
57%
73%
68%

Which is also the only region where tech professionals are less satisfied with their work-life balance:

Tech professionals satisfied

All professionals satisfied

All Regions
FraBeNeLux
CEE
Southern Europe
Middle East
0
20
40
60
80
100
73%
69%
63%
64%
82%
75%
72%
63%
71%
71%

What Talent Wants Block 3

INFLATED PAY EXPECTATIONS?

Tech professionals may be more satisfied with their remuneration, but many didn't receive an increase in 2022…

Decreased

Stayed the same

Increased by up to 10%

Increased by 10% to 20%

Increased by more than 20%

80 60 40 20 0
All professionals Tech professionals
5%
38%
35%
12%
10%
3%
41%
31%
10%
15%

And of the tech professionals that did get an increase, 25% gave the reason as a change of company…

All professionals

Tech professionals

Change of organisation
Organisation-wide increase
Performance
Promotion
Inflation
Other
0
10
20
30
21%
25%
24%
25%
21%
21%
17%
11%
10%
11%
7%
7%

Leading to higher expected pay changes in 2023:

Unsure

Decrease

Stay the same

Increase by up to 10%

Increase by 10% to 20%

Increase by more than 20%

80 60 40 20 0
All professionals Tech professionals
5%
2%
26%
34%
22%
11%
4%
1%
25%
33%
22%
15%

Despite the shared sentiment, it is evident from the first chart above that tech professionals do generally have a slightly more positive outlook on their remuneration than workers from other industries. As you can see from Chart 1 on the left, they also experienced fewer pay reductions in 2022, with a larger share of them receiving increases of +10% or more.

As Chart 2 shows, these increases were often the results of switching jobs, performance achievements, or receiving inflation-adjusted increases. Though these were common trends among both tech and non-tech workers, we can see that more tech professionals got raises from switching organisations than non-tech professionals did.

Chart 3 shows that tech professionals are anticipating even greater salary increases in 2023. This expectation is understandable. It could be that the tech professionals in new roles are rightly anticipating their first raise from their initial 12–24 months in their new companies. It could also be because 44% of all tech professionals didn't receive any raise at all in 2022. This second explanation could link into a stat we explore later, that 42% of tech professionals are planning to leave their current jobs.

It may well be cheaper to pay the raise than employ someone new.

What Talent Wants Block 4

SPAIN AND POLAND UNDER THE LENS

Analysing the contrasting scenarios in Spain and Poland provides key insights into the evolving dynamics of the tech job market. It also highlights how local economic factors can shape these landscapes, a pattern which may reflect broader dynamics between Southern and Central Eastern Europe.

Watch the video for analysis:

Leadership in Spain experienced a shortage of skilled professionals last year, but very few expressed issues with candidate pay expectations:

0

Experienced a shortage of skilled professionals

0

Say candidates have unrealistic pay requirements

*Selected responses - respondents could identify any answers that apply from 10 options of statements describing the labour market in 2022

However, that over half of tech professionals in Spain are dissatisfied with their remuneration…

Dissatisfied
Satisfied
46%
54%

And the pay of almost half of the tech professionals in all regions remained the same…

8% Decreased

 

46% Stayed the same

 

29% Increased by up to 10%

 

10% Increased by 10% to 20%

 

7% Increased by more than 20%

 

Along with the fact that a third of those that did get an increase attributed the raise to a change of jobs…

34% Change of organisation

 

13% Organisation-wide increase

 

8% Inflation

 

8% Promotion

 

21% Other

 

Could all be reasons for their 2023 pay raise expectations being higher than what employers expect to pay:

Decrease

Stay the same

Increase by up to 10%

Increase by 10% to 20%

Increase by more than 20%

80 60 40 20 0
Employers Leadership Tech professionals
1%
17%
76%
5%
1%
1%
25%
38%
25%
11%

In Poland, the majority of business leaders said candidates have unrealistic pay expectations…

0

Say candidates have unrealistic pay requirements

0

Experienced a shortage of skilled professionals

*Selected responses - respondents could identify any answers that apply from 10 options of statements describing the labour market in 2022

And tech professionals are mostly satisfied with their remuneration…

Satisfied

Dissatisfied

80 60 40 20 0
Gen Z tech professionals Millennial tech professionals
78%
22%
68%
32%

As many received a significant salary increase in 2022…

Decreased

Stayed the same

Increased by up to 10%

Increased by 10% to 20%

Increased by more than 20%

80 60 40 20 0
Gen Z tech professionals Millennial tech professionals
0%
19%
27%
4%
50%
1%
20%
24%
22%
33%

But most were due to switching jobs or inflation-related raises, rather than performance or promotion:

Change of organisation

Organisation-wide increase

Performance

Promotion

Inflation

Other

80 60 40 20 0
Gen Z tech professionals Millennial tech professionals
57%
19%
10%
10%
4%
0%
39%
24%
13%
8%
6%
10%

So, of the tech professionals who could quantify the raise they expect in 2023, most expect a significantly higher increase than employers expect to pay:

Unsure

Decrease

Stay the same

Increase by up to 10%

Increase by 10% to 20%

Increase by more than 20%

80 60 40 20 0
Employers Leadership Gen Z tech professionals Millennial tech professionals
0%
1%
10%
41%
47%
1%
38%
0%
12%
27%
11%
12%
46%
0%
4%
19%
16%
15%
 
 

What Talent Wants Block 5 - Quote

What Talent Wants Block 6

BEYOND THE PAY PACKET

Aside from salary, these are the factors employers see as critical for attracting and retaining talent:

All Regions

FraBeNeLux

CEE

Southern Europe

Middle East

Benefits Package
Career development
Work-life balance
Challenging role or projects
Work environment
0
20
40
60
80
100
46%
49%
46%
39%
61%
40%
40%
39%
40%
51%
37%
45%
33%
40%
22%
36%
40%
40%
31%
20%
34%
33%
25%
49%
30%

*Selected responses. Respondents could pick top 3 from 12 options.

Professionals show the same priorities, though work-life balance stands out for those in tech…

All professionals

Tech professionals

Benefits Package
Career development
Work-life balance
Challenging role or projects
Work environment
0
20
40
60
80
100
55%
54%
46%
43%
39%
51%
29%
35%
25%
18%

*Selected responses. Respondents could pick top 3 from 12 options.

With tech professionals in Southern Europe and the Middle East placing the most importance on this:

FraBeNeLux

CEE

Southern Europe

Middle East

Benefits Package
Career development
Work-life balance
Challenging role or projects
Work environment
0
20
40
60
80
100
53%
63%
42%
58%
31%
41%
47%
50%
43%
47%
62%
55%
34%
37%
38%
16%
14%
18%
19%
25%

*Selected responses. Respondents could pick top 3 from 12 options.

The aspects of personnel development that DACH employers believe contribute most to employee retention are:

0

Variety of tasks

0

Consideration of work-life balance in development opportunities

0

Access to development measures for all employees

*Top 3 responses. Respondents could choose 3 answers from 13 options.

 

Across EMEA, employers and tech talent concur on the most important factors beyond salary. These include the overall benefits package, career development opportunities, work-life balance, engaging and challenging projects, and a positive work environment, which consistently rank among the top five considerations in most countries and regions. Employers in Germany, Austria, and Switzerland emphasise task variety and the promotion and consideration of work-life balance as crucial factors in employee retention.

However, it is worth noting that non-monetary benefits can vary significantly from country to country. For specific insights into the most relevant benefits in each market, you can download the specific Hays Salary Guide of any country of your interest.

 

What Talent Wants Block 7

PROMOTE TO RETAIN

Looking at career progression opportunities, we can see that while employers cited career development as the second most important factor in attracting and retaining talent, a significant portion of tech professionals do not perceive sufficient scope for advancement. In fact, more than half don't anticipate receiving a promotion this year at all.

Tech professionals place a high premium on career development. Without a clear path for progression within their current companies, it could only be a matter of time before these professionals start considering opportunities with competitors that offer clearer routes up the ladder.

To address this challenge, employers should prioritise internal mobility programs that enable tech professionals to explore different roles, upskill, and advance their careers.

When asked if there is scope for progression in their current organisations, most tech professionals answered 'No' or 'Unsure':

Yes

No

Unsure

80 60 40 20 0
All tech professionals FraBeNeLux CEE Southern Europe Middle East
44%
38%
18%
39%
41%
20%
54%
28%
18%
39%
44%
17%
41%
42%
17%

Consequently, when asked if they expect a promotion in 2023, many answered 'No':

Yes

No

Unsure

80 60 40 20 0
All tech professionals FraBeNeLux CEE Southern Europe Middle East
27%
53%
20%
22%
64%
14%
25%
50%
25%
33%
48%
19%
30%
46%
24%

What Talent Wants Block 8

KEEPING REMOTE CONTROL

Across all regions, almost 90% of employers plan to keep or increase the offer of remote or hybrid work, with nearly half doing so for improved work-life balance:

79% Currently have a hybrid/remote working model and intend to continue

8% Currently have a hybrid/remote working model but intend to go to the office even less

48% Kept or increased use of remote for the positive effects on work-life balance

43% Kept or increased use of remote because employees asked for it

Just 13% of employers intend to go back into the office more, but almost half of these would expect it to boost productivity…

0

Intend to go back to the office more

0

Expect an increase in productivity by going into the office more

When asked if they'd accept a solely office-based role, outside the Middle East, tech professionals either wouldn't even consider it or would need convincing...

Yes

No

Unsure

Depends on the offer

80 60 40 20 0
All tech professionals FraBeNeLux CEE Southern Europe Middle East
18%
43%
9%
30%
17%
40%
12%
31%
12%
54%
9%
25%
18%
42%
7%
33%
43%
17%
10%
30%

In DACH countries, employers see the five most important aspects for successful implementation of hybrid and remote work as:

44% Fixed team days for all team members

44% Transparent regulations

42% Corporate culture that is positively disposed towards remote working

38% Reimbursement of costs for remote workers

38% Promotion of team spirit even with hybrid cooperation

*Top 3 responses. Respondents could choose 3 answers from 13 options.

Many organisations are recognising the benefits of hybrid or remote work models, considering their employees' preferences and the positive effects it can have on work-life balance. This shows that while some organisations don't see work-life balance as such a major attraction factor as potential tech candidates do, they are putting employee preferences and wellbeing at the forefront of their workforce strategies.

Employers in Germany, Austria, and Switzerland see the successful implementation of hybrid and remote work as a retention tool for their workforce management. They chose having transparent regulations and fixed days as the joint most important factors in making this a success (see Chart 4).

On the other hand, this study has found that a considerable number of employers believe returning to the office could boost productivity, and business leaders have criticised the effects of remote working on collaboration, creativity, company culture, and integrating new starters. However, reverting to a completely office-based model could be seriously detrimental to employee retention rates and hinder an organisation's ability to attract top talent. This is particularly critical when it comes to tech professionals, whose roles normally require a high degree of autonomy and can be carried out from anywhere. Indeed, 43% of tech professionals surveyed would not even consider an office-based role.

Tech professionals know their worth and know the demand. If they don't see location as an important factor, organisations trying to hire them should focus their efforts on transmitting their Employer Value Proposition and differentiating themselves with a strong remote working policy, rather than selling an office location. Doing so will be advantageous in an already tight skills market.

What Talent Wants Secondary Nav

SWITCH UP THE STRATEGY

Are too many businesses searching for the same skillsets in the same places at the same time? The technology talent market is already stretched, but with such fierce competition for skills, knowing what's important to talent will only go so far. Future-forward businesses can adapt their hiring approaches to beat their competitors to the skills they need.

In the next section, we touch on some of these approaches and look at what organisations have today, and what they'll need for the tomorrow they are aiming for.

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