Build a high performing tech team with entry-level and experienced talent

Our latest report surveys 1,005 skilled IT and tech workers, and 1,005 16-24-year-olds, and finds that co-operation between these two groups is critical to powering career progression and keeping workers engaged at all levels.

Let’s take a closer look at how employers can engage these two talent pools and build high-performing, resilient teams:

Embracing new career opportunities

Our research reveals that almost nine in ten experienced tech workers (89%) are open to new opportunities, or are actively job hunting. What’s more, 62% say they will apply for a new job in 2023. As such, employers and recruiters need to understand what appeals to skilled workers to better engage and retain them.

Despite these findings, there’s still a huge talent pool of young tech workers for companies to recruit from. Our report finds that over two thirds of young adults (67%) are considering a career in tech as they search for a good salary (45%), an exciting industry (36%), and good future prospects (35%).

Addressing career frustrations

To understand why tech workers may be open to new opportunities, we asked what their biggest frustrations are in the sector. The biggest drawback was not having enough time to upskill (30%), suggesting that having the right infrastructure in place to power employee progression is more important to candidates than ever before.

Other frustrations include too many processes (26%), not having enough budget (22%), being on call out of hours (21%), and not getting enough support from employers (20%). We might conclude from these answers that tech workers are looking for an all-round positive employee experience. This includes   having a good work-life balance, and feeling valued in their roles.

When experienced workers were asked how entry-level talent could create better career prospects for them, ‘bringing new insights and ideas’ (40%) was the top response. This was followed by knowledge sharing (36%), providing leadership and mentoring opportunities (36%), and sharing workload (36%).

Engaging tech talent at all levels

Employers should aim to prioritise workforce planning to retain experienced workers who value an organised approach to teamwork. Likewise, planning for roles that will be in high demand can help companies target specific candidate types, shape their training, and retain them.

With earning potential being a key motivating factor for young people, employers should aim to keep salaries competitive. Our survey revealed that the average entry level tech salary is £33,036, with the average salary of a skilled tech worker being £54,036.

Nearly one third (31%) of tech workers agree that young people help build a more diverse workforce. Age should therefore be considered alongside other types of diversity such as gender, disability, ethnicity, and sexual orientation.

Career progression should also be a top priority for employers. Training (44%), career coaching (42%) and performance feedback (39%) are key factors in both attracting and retaining tech talent .

How hiring new and experienced talent benefits companies   

Hiring a mix of both entry-level    and experienced talent enables all workers to achieve their full potential. New talent gives experienced workers more space to upskill, and experienced workers provide young hires with new insights and expertise. In turn, companies benefit from having a happier and more productive workforce that can boost performance.

CWJobs’ full report provides employers and recruiters with insights into how they can simultaneously engage these two talent pools and build a high-performing, resilient team.  It provides guidance on how to effectively communicate with these niche pools and outlines what tech talent want from a role  and from an employer.

For more insights and actionable advice on how to power career progression, download the full report, here.