Candidates Want Training Included in Job Offers

While it may be obvious that offering technology training programs aids in recruiting engineers, developers and other IT professionals, the degree of its importance may be greater than you think.

TrainingAccording to Robert Half Technology, 68 percent of IT workers rank training programs “very important” when they’re evaluating a job opportunity. Meanwhile, 64 percent say they are “very concerned” about keeping their skills current during the next three to five years.

“IT workers know that the industry moves quickly and favors employers that will help them keep their technical skills relevant,” said John Reed, Robert Half Technology Senior Executive Director, in a statement. “Training and development programs are equally beneficial to businesses because they allow them to build internal teams with hard-to-find technical skills.”

Indeed, it’s clear that employees don’t want their skills on the endangered list, nor do they want to pay for training out of their own pocket.

Here’s how the survey results shake out:

How important is the ability to gain a new skill when evaluating job opportunities?

  • Very Important: 68 percent
  • Somewhat Important: 30 percent
  • Not Important: 2 percent

Does your organization offer training and development programs?

  • Yes: 55 percent
  • No: 44 percent
  • Don’t Know: 1 percent

How concerned are you about keeping your skills current?

  • Very Concerned: 64 percent
  • Somewhat Concerned: 29 percent
  • Not Concerned: 7 percent

Based on these results, companies that aren’t offering training may want to alter their stance, especially given the difficulty they face in recruiting talent.

While organizations are looking to find candidates who already possess the skills they want, it turns out that many tech professionals still want more training. That means businesses may ultimately find it faster to identify candidates who aren’t quite a perfect fit and train them, since they may have to train their new hires anyway, just to keep them happy.

Comments

  1. BY RobS says:

    I guess this is a double-edged sword for companies. Workers want training so they can do the jobs needed, but companies seem to feel that by training employees, they will be better prepared to go to other companies.

    I think the key is to offer other perks that will cause your employees to want to stay, then get those who are “easily trainable” (i.e. those who know how to learn and have the technical aptitude to do the job. The training will be minimal and offering incentives (like 3mo and 6mo reviews with potential pay raises) could do.

    I have tons of experience, but apparently not exactly what companies want. If I got a decent starting salary, and some basic training, then I could be productive quickly and prove that I’m worthy of the raise that they could give me after 3 months, then be highly productive in 6 months, to get the salary that I should have gotten to start with. However, companies don’t seem to want to give you raises that quickly, and they don’t seem to want to start you at market rates unless you already know all of the pieces…and training classes I’ve seen don’t seem to teach how the industry needs things.

  2. BY Nightcrawler says:

    The attitude today is that employees should “train themselves,” which flies in the face of the way businesses work in the real world. Some of the problems with this school of thought:

    * Someone who does not “need” training already “knows everything.” The problem is, they…”know everything.” You can end up with an arrogant jackass who cannot take constructive criticism and refuses to do things the way they are done within your company.

    * Even if the employee does not need any training for the current job they are hired for, what happens when the company switches technologies? How is the employee supposed to know which technologies the company will decide to use in the future?

    I like what Rob said about how the way to get your employees to stick around is to create a workplace where they do not want to leave, instead of simply insisting that they “stay.”

  3. BY Glen Smith says:

    I have never worked with a company that does not offer training. In most cases, however, you had to be real aggressive to get the training (figure out what you need, figure out how to schedule it in a way that minimizes conflict with your job, pretty much do everything except get approval). Problem was that the specific job you were hired for probably did not need the training (only company policy type training, if any). If you were aggressive enough to get the additional training, your direct manager probably did not want to let you leave your current job so any new capabilities were only useful if the new stuff became part of your job description, you went over your manager’s head or left the company altogether.

  4. BY Ben says:

    Yeah, there needs to be a meet me point with training.

    Companys with a “hit the ground running attitude doesn’t help”. One company wants to save money by keeping end of life network gear, but complains about outages and hacking. Another shop wants Speed. OK $5 million for a 10 Gig network, then the answer is no.
    Still yet another company wants space saving servers and fast processing.
    OK, here are the blade servers and BOM. Corporate cultures and IT budgets matter.

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