IT jobs market: Three factors that could spark a backlash among overworked techies

Troubling truths behind tech employment facts and figures...

...the pace of change in the technological market pays little heed to smaller teams and lower bonuses.

Factor 2. Employee impatience

Employee impatience is now reaching boiling point, the second factor at play. Nearly half of employed IT respondents - some 49 per cent - state they are now so exasperated they would take the first job they were offered elsewhere, as long as the salary and benefits were commensurate.

That figure is far higher than the UK average of 36 per cent. Those earning over £87,000 - most typically IT professionals in critical organisational positions - emerged as the most disengaged and most likely to move on as soon as they can.

Interestingly, only four per cent of IT professionals would take the first job offered regardless of the remuneration package - compared with a higher UK average of seven per cent.

Clearly, talented IT people, however frustrated they are, have a stronger idea of their worth, know they are likely to be in demand and will rarely move for less. It's also telling that 40 per cent of IT professionals surveyed said they had received a pay review in the past year - compared with a lower UK average of 26 per cent.

That figure suggests employers are also trying, where possible, to keep their technological talent happy in their current position and off the market.

Factor 3. Stagnant talent pools

The third factor at work in UK organisations is stagnant talent pools. Or, put another way, a desire to move does not necessarily translate into an ability to move.

An uncertain economy means some people feel compelled to stay with an employer they would rather leave. Yet among IT professionals, there is the lowest incidence of such stagnation in comparison with other disciplines, such as accountancy or marketing.

That low incidence is further proof that despite an incredibly sluggish economy, IT professionals again feel more confident of their employability in the wider marketplace.

Of course, what it also signifies is that when the upturn comes, as it eventually will, there is the real potential that we will witness an exodus of talent as we have never seen before.

To avoid this problem, the employers left holding the aces in the people pack will be those who start listening to current employee sentiment and plan retention strategies now.

Rod Jackson is managing director of IT recruitment firm Randstad Technologies.