They work different hours. They speak a different language. And they’re motivated by different compensation considerations than the rest of your workforce.
Despite the tough economy, tech positions remain the #1 type of job that U.S. employers have trouble filling, according to a 2010 global survey. From engineers to IT experts, scientists to project managers, demand continues to outstrip supply. Additionally, given their specialized knowledge, the cost of replacing a departing (or poached) tech worker is high.
If you’re concerned about retaining your tech talent – or attracting new stars to your workforce – I’d like to invite you to join us for an in-depth webinar this coming Tuesday, the 15th. You’ll learn:
- Why your technical staffers don’t think about their jobs the same way your other workers do – and what that means for your compensation policies and practices
- How to develop tech compensation strategies that are externally competitive yet internally motivating
- The best ways to gauge your demand for specific types of technical skills as you set compensation levels
- The pros and cons of adding skill premiums into base salaries for tech workers vs. using separate salary supplements or bonuses
- What’s working these days with tech compensation beyond base salaries – from incentive pay to benefits and rewards/recognitions
- Key non-cash factors that you must incorporate into your tech compensation program, from job autonomy to professional development opportunities
- How to balance individual and team compensation options with tech employees
Click here for more info, or to register.
I hope you’ll consider joining us. I’d be happy to answer any questions you might have about the program; just drop me a line!