Since extremely low unemployment rates in the IT sector mean the best talent already have jobs, direct competitors have even more incentive to go after candidates of rivals (due to industry familiarity, special skill sets, similar software being used). The end result: passive candidates are easily the most sought-after targets in IT.

Happily employed candidates need very compelling arguments to be lured away. Here’s how that happens:

• A competitor uses more advanced, forward-thinking technologies
• The candidate gets convinced of a better cultural fit elsewhere
• Pay and benefits are substantially better (not just slightly better)

What should employers do?

Know that employees may be approached by other companies at any moment. Instead of ignoring the possibilities, an employer should engage IT workers on issues of employment satisfaction.

Giving employees access and transparency with upper management can also help prevent defection. Workers are less likely to imagine greener grass if they feel respected and included in the company’s strategy.

Taking Cues from Executive Search Firms

With passive candidates being so desirable, the would-be talent poachers do not need the budget to afford professional headhunters. Many tools of executive search are available to anyone in the IT world.

The process of stealing away desirable workers often begins with something as simple as a LinkedIn connect or a conversation at an IT conference. Headhunting doesn’t have to be much more sophisticated than that.

Companies should not assume that competitors lack the resources to contact and lure away IT talent. Small companies often operate within small worlds — making established talent more likely to be approached.

Certain Perks Are More Influential than Others

IT professionals are unlikely to leave a good situation because a competitor has a ping-pong table. The immense competition for top IT talent makes benefits packages highly crucial. While satisfied employees are unlikely to jump ship because of a small raise or access to a ping-pong table, there are many perks that can interest tech workers enough to leave.

Some of the most desirable benefits to consider:

• Unlimited vacation time and flexible scheduling
• On-site amenities including gym access, free lunches (and dinners)
• Investment in education and career development

The Old-Fashioned Reward: Paycheck Size

Workers can be motivated through a variety of means, but financial compensation always plays a central role. Employees who do not feel much loyalty can be persuaded with money, while the loyal bunch may feel hurt if an employer fails to offer a competitive salary.

Businesses should stay abreast of salary trends for positions, industries, and geographic locations. Considering that above-market offers may be made by serious competitors, employers would be wise to proactively address promotions and raises.

In IT, talent retention should be considered as vital to success as the hiring process for unfilled positions. In many ways, every valuable IT worker is a candidate for employment and should be courted as such.