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In today’s competitive technology recruitment landscape, understanding what attracts tech job seekers to new roles isn’t just helpful – it’s essential.
However, our latest research reveals an intriguing disconnect: what employers think tech professionals want when job hunting often differs significantly from what these job seekers actually prioritise.
This perception gap can have real consequences. “Organisations might be emphasising the wrong factors in their recruitment strategies, potentially missing out on top tech talent looking for different qualities in their next role,” says Nicolas Dumoulin, Senior Managing Director for Michael Page Indonesia, Malaysia, Philippines, Thailand and Vietnam.
Take workplace flexibility, for instance – while tech professionals consider this a crucial factor, many employers (tech employers and companies hiring for their tech department) underestimate its importance in their attraction strategy.
Our Michael Page Talent Trends 2024: The Expectation Gap Report maps out these differences across eight key priorities that influence job decisions. Interestingly, there are only two areas where employers and tech job seekers completely align: the importance of competitive salaries and company culture.
Beyond these points of agreement, the divergence in priorities presents both challenges and opportunities for organisations looking to strengthen their tech teams.
Dumoulin adds, “While market conditions and practices vary across APAC, our research reveals consistent patterns in what tech professionals value most in new opportunities. Understanding these priorities while considering local market nuances can help employers build more effective talent attraction strategies.”
Our latest talent trends report reveals an interesting dynamic in the APAC tech recruitment landscape.
While employers and tech job seekers find common ground on the critical importance of competitive salaries and company culture, significant disconnects in other areas could affect your ability to attract top tech talent.
Understanding these alignments and gaps is crucial. The fact that both parties agree on the fundamental importance of competitive compensation and cultural fit provides a solid foundation for recruitment strategies.
However, differences in priorities often create challenges in attracting the right talent.
(Above) The infographic illustrates the importance of each priority (e.g. competitive salary) to tech job seekers, and what employers perceive as important to tech job seekers, from 10 (most important) to 1 (least important). For instance, employers view workplace flexibility as the 6th most important factor, while tech job seekers view it as the second most important.
Flexibility has become more than just a trendy benefit in today’s work environment. Our data shows that tech professionals value workplace flexibility significantly more than employers anticipate. This disconnect reflects a broader shift in work expectations across the region.
To bridge this gap, organisations need to reassess their approach to workplace flexibility. This doesn’t necessarily mean going fully remote – instead, consider implementing thoughtful hybrid work models that balance collaboration and autonomy.
The key is creating clear, documented flexibility policies and communicating these effectively during the recruitment process. Companies that successfully implement and showcase their flexibility options often see higher engagement from potential tech talent.
One of the most significant misalignments we’ve observed is how career progression is valued. Tech professionals across APAC rank clear career progression paths much higher than employers expect.
This makes sense when considering the rapid pace of technological change – tech professionals are inherently focused on staying relevant and growing their skills.
To address this, organisations need to move beyond traditional career ladders. Consider implementing detailed progression frameworks that account for both technical expertise and leadership potential.
This might include creating dual-track career paths that allow professionals to advance either as technical experts or people managers. Being transparent about these pathways during the hiring process can significantly increase your appeal to tech talent.
While employers often emphasise their leadership team’s strength during recruitment, our data shows that tech professionals place higher value on finding purpose in their role and company.
This doesn’t mean leadership isn’t important. Instead, it suggests that tech professionals are increasingly motivated by the impact of their work and their contribution to meaningful objectives.
Organisations can address this by clearly articulating what they do and why they do it. Share concrete examples of how your tech teams contribute to broader business and societal goals.
This might include highlighting projects that have significantly impacted, sharing success stories, or demonstrating how technical solutions solve real-world problems.
The good news is that you can take several concrete steps to address these perception gaps.
Update your EVP: Start by reviewing and adjusting your Employee Value Proposition (EVP) to better reflect what tech professionals truly value.
This means going beyond competitive salary (which remains crucial) to emphasise flexibility options, career development opportunities, and meaningful work impact.
Revamp job postings: Your job postings should be revised to lead with these factors rather than traditional corporate achievements or leadership profiles. Be specific about flexibility policies, career development programmes, and how the role contributes to larger organisational goals.
Align benefits with priorities: For lasting impact, organisations need to think beyond recruitment messaging to create substantive changes in supporting and developing tech talent.
This includes developing comprehensive career frameworks that clearly outline progression paths, creating opportunities for meaningful project work, and regularly reviewing and adapting workplace policies to meet evolving expectations.
While understanding what tech professionals want is crucial, implementing changes to meet these expectations comes with practical challenges. Organisations across APAC face several hurdles when aligning their offerings with job seeker priorities.
First, balancing flexible work arrangements with business needs is challenging. Organisations must consider client requirements, team collaboration, and project delivery demands when designing flexibility policies. Companies with client-facing tech roles or those handling sensitive data often find this particularly challenging.
Resource allocation presents another significant hurdle. While clear career progression ranks high on tech professionals’ priority lists, implementing comprehensive development programmes requires substantial investment. Organisations must balance these costs with maintaining competitive pay in an increasingly expensive talent market.
Cultural transformation also poses challenges. Shifting from traditional leadership-centric approaches to purpose-driven operations requires more than changes in recruitment marketing – it demands fundamental organisational change. Many companies struggle with authentically articulating their purpose while meeting business objectives.
Finally, the diverse nature of the APAC region adds complexity. Organisations with regional operations must maintain consistent employer value propositions while adapting to local contexts.
Success in adapting to these new priorities isn’t just about implementation – it’s about measuring impact.
Track not only your application rates and quality but also your offer acceptance rates and new hire retention. Regular pulse surveys and exit interviews can provide valuable insights into how well your organisation meets tech professionals’ expectations.
While it’s encouraging to see alignment between employers and tech job seekers on the importance of competitive salaries and company culture, successful tech recruitment in APAC requires a broader understanding of what truly matters to tech professionals.
By acknowledging and actively addressing the gaps in perception around flexibility, career progression, and purpose, organisations can create more compelling opportunities that resonate with tech talent.
In today’s competitive market, the organisations that will succeed in attracting top tech talent are those that can demonstrate they understand and care about what tech professionals truly value. It’s time to move beyond assumptions and align your recruitment strategy with the actual priorities of the tech talent you’re trying to attract.
As the demand for tech jobs continues to rise, candidates are not just looking for any role – they’re seeking a tech career that aligns with their values and offers long-term growth.
For companies aiming to attract top talent, it’s crucial to highlight exciting career opportunities and showcase what makes your tech company unique. Emphasising flexibility, career progression, and meaningful impact can make a world of difference in appealing to the motivations and priorities of today’s tech professionals.
Discover the latest in workforce trends in our latest Michael Page Taiwan Talent Trends 2024 report: The Expectation Gap. This survey report findings are based on responses from 12,940 job seekers, employees and employers across Asia Pacific.
It covers career insights that talent leaders and hiring professionals need to know to attract and retain talent. Also, download our report or use our interactive online tool to gain deeper, up-to-date insights into the current talent market.
Read more:Why should someone be led by you?The role of salary transparency in reducing workplace inequality9 common mistakes hiring managers should avoid in job interviews
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