22% 14% 66% 72% 30% 23% 74% 64%

70%of tech pros would consider changing jobs within the next two years and are considered “in play” for being recruited

64% SAY THEY EXPERIENCE STRESS OR BURNOUT IN THEIR CURRENT ROLES DUE TO:

TOP 5 CAREER ADVANCEMENT OBSTACLES:

#1 reason for remaining in current role: Good work-life balance (46%)

TOP 3 REASONS THEY WOULD CONSIDER LEAVING:

RETAINING YOUNG PROS

THE GENDER PERCEPTION GAPMen seem to think more is being done to recruit, retain and promote women than women think is being done.

FIVE STEPS TO SUCCEED IN RECRUITING AND RETENTION

Those under 30 are highly mobile.

have changed jobs within the past two years*

*Compared to 34% of the total population surveyed.

say they will change jobs

within the next two years

Tech professionals under 30 believe they MUST continuously drive to learn and build technical and leadership skills, or they will get left behind in an increasinglychallenging and uncertain world. Thus, Millennial and Gen Z professionals use skill development as a critical metric in deciding whether to stay or leave a job. When they sense that skill development has stalled, the younger professional will leave, even if that means leaving a job after only a year.

– Caitlin McGawPresident & Chief Recruiting OfficerCandor McGaw, Inc.

65% OF MEN say their employers have a program to encourage the hiring of women.

51% OF WOMEN agree.

71% OF MEN say their employers have a program to encourage the promotion/advancement of women.

59% OF WOMEN agree.

In a white-hot market for all manner of IT audit, risk and compliance professionals, attrition is a constant challenge. You cannot effectively address your organization’s risks if you ignore the risk of losing your valued team members. How do you retain your people when career options abound and ‘company loyalty’ is a laughably outdated concept? Here is the answer: MENTORSHIP. ENGAGEMENT. CONNECTION. Express a genuine interest in your people and help them learn and grow while they contribute.

– Derek Duval, Owner of Duval Search Associates, USA

The Tech Workforce Is Highly Recruitable. Here’s How to Retain Your Staff.

Heavy workloads

Long hours

Lack of resources

Limited accessto career growth

opportunities

Lack of mentors

Unequal growth

opportunities

Lack of resources for

training

Unsupportive management

Higher compensation

Better career prospects

More interesting work

“

”

49%39%

www.isaca.org/techworkforce2020

In its Tech Workforce 2020 survey of more than 3,500 tech professionals, ISACA found that tech professionals are highly recruitable, and companies should be aware that a high percentage of their tech staff welcome new opportunities. Read below for insights on why tech governance, assurance, risk and security pros stay at their organizations, why they leave, and five ways your company can retain its talent.

I am receivingsufficient resourcesto sustain my career

I lack confidence in my ability to

negotiate my salary

I feel underpaid relative to coworkers

I am facing unequal growth opportunities

I must work harder than my colleagues to

demonstrate my skills

Develop a better understanding of why your staff depart so you can address the reasons proactively.

According to ISACA’s data, the top reasons are more interesting work, better compensation, better culture and more upward mobility.

Understand what motivates your staffto stay.

ISACA’s research shows good work/life balance or integration, location, work interest and compensation as the top factors.

Outline opportunitiesfor advancement.

Organizations often don’t do all they can to create ambitious career paths for their employees.

Two-thirds of the business technology professionals surveyed believe they are limited�in accessing career opportunities and have reached a seniority that prevents an upward career path.

Keep compensation in regular review and ensure you’re remaining competitive.

Compensation is second only to interesting work when tech pros weigh whether to stay or leave.

Continually offer training and skill development.

Respondents to ISACA’s survey noted that insufficient skills, lack of resources for training and lack of certifications were among the top obstacles facing their direct reports.

49% 44%

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