The technology industry is experiencing an interesting turn of events. With anticipated recovery in tech employment in 2025, juxtapose nearly three-quarters of tech workers reportedly “feeling stuck” in their job according to Glassdoor, how can companies avoid a looming tech exit and focus on proactively hiring for the skills they will need while addressing retention issues?
With the demand for specialized tech talent outpacing supply, companies continue to navigate retention challenges and hiring difficulties. No matter the side of this purported tech shift you’re on, as businesses strive to stay ahead in a rapidly evolving market, many are facing a new reality: tech workers are increasingly becoming tech consultants. For organizations looking to avoid the effects of any level of tech exodus, implementing forward-thinking strategies is essential for companies to maintain their competitive edge in signing top talent when they hit the free agent market.
The Tech Exodus and Its Consultants
We have watched a progression of smartly-named employment shifts unfold over the last few years from over-hiring, Quiet Quitting and the “Great Resignation,” to unprecedented layoffs, followed by the “Great Stay.” Yet just when we might be reaching a balance in the forever-debated ‘employer vs. employee market’, rumblings of movement underscore tech roles once again.
While quit rate is still low, new survey results say that 61% of tech professionals plan to job hunt this year. In recent years, the tech industry has seen an increasing number of workers leave their positions in search of better opportunities or to pivot into new career paths. Whether due to burnout, the hunt for higher pay, or for more flexible work arrangements in new locations, the potential for a “tech exodus” has become the latest major challenge for many companies.
The result unveils a shift in how we hire, opting towards quality and necessary skills sets over quantity. Even with some companies seeing an abundance of candidate applicants, they still can find themselves scrambling to find and retain skilled professionals as skills needs change. As more companies compete for top-tier talent, the course of action will need to be proactive strategies: hiring tech consultants. When skills are needed and the tech deliverable is pending, this is where a temporary tech worker can fill that role.
Proactively Hiring Tech Consultants and Anticipating Retention Issues
One of the most effective ways to address the current tech talent shortage is by proactively hiring tech consultants and anticipating retention issues before they arise. Instead of waiting for the ball to drop with employees, companies should begin by identifying their future hiring needs with a trusted staffing firm to ensure they don’t get left in the dust of this tech exodus.
Even the most proactive companies can face unexpected challenges when it comes to tech hiring. Employees leaving or unforeseen skill gaps can arise, leaving organizations in an uncomfortable position to fill critical roles.
Knowing the Top Roles and Hiring Ahead of Time
In order to avoid this and stay ahead of the tech exodus, businesses need to have a clear understanding of which tech roles are most critical to their operations and prioritize hiring for these positions. This is what LinkedIn labels as talent mapping, “the process of identifying and engaging potential candidates for future roles in your company.” Building a talent pipeline with this strategy reduces recruitment costs and improves candidate quality.
Upskilling and Reskilling: Retaining and Developing Talent
It’s important to remember retention isn’t just about offering competitive salaries or perks; it’s about making sure employees feel valued and have the opportunity to grow. In order to do this, Indeedstates upskilling and reskilling are essential components of any retention strategy. In a world where technology is constantly evolving, employees need to feel that their skills are being developed at a rate where they have the opportunity to learn new technologies that will enhance their careers. This benefits both the employer and employee because building upon an employee’s skill set helps businesses reach goals.
Companies that invest in training and development create a culture of growth, making it more likely that employees will stay and continue to contribute. Moreover, when employees feel they have a clear path for advancement, they are less likely to look elsewhere. Most importantly, Forbes states that a commitment to upskilling helps close skill gaps while retaining valuable employees, allowing resource to shift towards recruiting for additional crucial skills.
As tech workers increasingly move into free agency, organizations are left with no choice but to adapt to the shift by taking proactive steps to ensure a steady flow of talent. Hiring tech consultants and focusing on staffing firms such as Prosum to take care of long-term talent planning will leave you well protected.