Technological employment: who benefits from the "great resignation"?

Technological employment: who benefits from the “great resignation”?


Data, cloud, cybersecurity, programming… Competition is exacerbated between companies to recruit and retain the most in-demand IT talents.

Months of remote or hybrid work, a mismatch between supply and demand for technological skills, exacerbated competition to recruit and retain the profiles deemed the most qualified… So many reasons which have led to a “big resignation” in certain markets, notes the Gartner firm.

In the United States in particular, where almost full employment in IT professions (the unemployment rate in IT in the US fell to 2% in December 2021) is influencing wages upwards. In Europe, the situation is much more contrasted.

Globally, however, less than a third (29%) of the 1,755 information technology workers surveyed* declared, in the fourth quarter of 2021, their firm intention to remain in their current job.

Unsurprisingly, this proportion is lower (about 20%) among those under 30 years old. They are the most likely to benefit from increased remuneration when changing employers. On the other hand, the rate exceeds 48% among those aged 50 and over. The latter being considered by the market as less “employable” than their younger siblings, many of the fifty-year-olds avoid taking risks.

Across all ages, IT workers in Europe are the most likely (39%) to want to stay in their current job. In the United States, only 28% of professionals say they want to and only 18% in New Zealand.

The DSI gets organized

“IT departments that have opted for a strict return to the office [Ndlr : post-confinement sanitaire] have faced cascading resignations and are now trying to reverse the trend,” said Graham Waller, vice president and analyst at Gartner.

The most in-demand profiles in data, cloud, software development and cybersecurity can benefit from a pay rise during a transition, particularly in the United States. In France, there is no one-upmanship, except for certain experts.

To reduce the lack of specialized technological profiles, the information systems departments (DSI), in connection with the human resources managers, have an interest in adapting. There are other assets than the salary level to hire profiles in high demand. Hybrid work (teleworking and face-to-face), flexible hours, diversified recruitment, the right balance between internalization and outsourcing of services… are some of the levers to be activated.

Stay or quit? According to another survey by Gartner, 65% of the professionals concerned say that the “flexibility” offered to them by an employer impacts their desire for development. For IT professionals in Europe, work-life balance even trumps pay when it comes to making a decision. Overall, this balance becomes as important as compensation. This is a first in a decade.

*The Gartner Global Labor Market survey is based on a panel of more than 18,000 professionals in 40 countries, including 1,755 IT workers. They were interviewed in the 4th quarter of 2021.

(photo credit © Shutterstock)

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