Employee Retention Impacted by Career Path
IT Pros are on the move - Lack of Career Path increases attrition rates
Qualified IT Pro can name their own salaries as the IT market continues to expand. The key to having a world-class IT staff is tied to both recruiting and retention.
Retention starts right from the initial steps in the recruitment and hiring process. That includes everything from the application process to screening applicants to choosing who to interview. A first step is identifying what aspects of culture and strategy you want to emphasize, and then seeking those out in your candidates. Career paths, personal development opportunists, and compensation are keys to that process.
The quality of the recruiting and hiring process can be measured by the length of time the new employee stays with a company and the progression of that employee through an organization’s career paths. The longer someone is with the company, the more productive they typically become. Companies must look at this as a long game plan and take steps to ensure the company is doing it right by making sure each employee is completely engaged with and part of the company's ongoing success.
Both in an individual's personal career planning and an enterprise's staffing, promotion, and compensation, it is important to have benchmarks on the levels that individuals are at. To that end, one of the best objective ways to meet this goal is to have formal job descriptions and clear paths for promotion and compensation. Janco’s IT Job Family Classification & Pay Grade System can be a key component of the recruiting and staff management process.
As the IT job market growth continues, we estimate that over 60% of the top IT Pros have their eyes open looking for new and higher-paying opportunities.
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