Many IT professionals now also value flexibility and the ability to work remotely. Offer potential employees flexible schedules and options to work from home. Not only will this increase your attractiveness in the labour market, but it will also demonstrate that you trust your employees and value their work-life balance. Moreover, open communication and transparency within the company will create an atmosphere of trust and mutual respect, which in turn helps retain the best talent. By investing in the well-being and development of your employees, you are building a team ready for long-term success.

While competitive compensation is important, the importance of intangible motivators in the IT industry cannot be underestimated. Professional development, training and development opportunities, flexible work schedules and a healthy work environment can make your company much more attractive to potential employees. Mentorship and career counselling programmes can also play a key role in talent retention. By creating a culture that values work-life balance, you can not only attract but also retain the best talent in your team.

Don't forget the importance of creating a supportive and inspiring work environment. Encouraging continuous professional development and providing training opportunities helps IT professionals feel that they are growing and developing with the company. Regular team building events and recognising employee achievements builds team spirit and motivates for continued success. In addition, introducing mental health support programmes and access to counselling services can significantly reduce stress levels and improve overall team wellbeing. Together, these measures contribute to a positive corporate culture where every employee feels valued and important.

Your unique (authentic) EVP creates competitive edge in today’s busy candidate driven market. Also stickiness, as you attract the talent on your true brand factors. Broadly, there is no good or bad talent. “Right talent” who is brought based on brand pull and candidates who see brand association are best hires. They are joined up with org and their own purpose at outset. That creates magic!