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Attraction The Recruitment of IT Professionals What Organizations are Looking for and How They Hope to Get It The Big Picture Development Training IT Professionals and Its Benefits Transfer Learning Public vs. Private Retaining Demand and Supply Projections Inequality in Demand and Supply What Does All This Mean and Why is it Important? What Can be Done to Reduce Turnover St. Louis County and Nexstar Conclusion References EXECUTIVE SUMMARY This paper examines the current trends in employment, necessary skills, and career aspirations of Information Technology (IT) professionals, specifically in the United States. With the increase of businesses operating on a global scale, technology and the professionals that are adept at using and manipulating it become more essential. Beginning with a general description of an IT professional, two specific, local organizations, St. Louis County government and Nexstar Financial Corporation, are introduced along with their various attraction, development and retaining practices. Attracting qualified and dedicated IT professionals to your organization is an important step toward strengthening your company. Examinations of the actual recruitment of IT professionals, what various organizations are looking for in their professionals and the larger role IT professionals play in the organization are included. The information gathered in the interviews is presented throughout the paper to provide detailed examples of specific practices. Developmentally, the training of IT professionals in your organization is beneficial and significant. It is also valuable for your IT professionals to transfer their learning from the training site to the job site. Specific examples of development of IT professionals from Nexstar and St. Louis County government are given. Finally, the retention of your current, and fully trained, IT professionals is vital to the organization. After addressing the demand and supply projections for IT professionals, and examination of why it is necessary to retain current professionals and how to reduce employee turnover follows. By examining the current trends of education and employment of IT professionals, it is possible to suggest some best practices for attracting IT professionals to your organization, developing the IT professionals you have into truly skilled employees, and retaining those IT professionals within your organization. INTRODUCTION What is an IT Professional? When most people think of Information Technology (IT) professionals, one of the first examples that comes to mind is the individual on the other side of the computer help desk. However, the IT profession is much more complex than that; it includes computer programmers, software engineers, architects, application specialists, systems specialists, systems analysts, database administrators, network systems analysts, and other types of specialists. In today’s job market, IT professionals are required to possess a variety of skills programming languages, like COBAL and Ada; database skills, like Oracle and Microsoft Access; operating systems, like UNIX and Windows/NT; and networking skills, such as Novell (5). With such a vast array of specialization options coupled with the ever-increasing uses of technology in organizations, it is surprising to note that many of today’s students feel that information and computer sciences is not a career path worth pursuing. One of the more prevalent opinions of high school and college students is that only nerds and smart students choose computer sciences as a discipline to study (19). However, these same students did not view IT professionals as nerds or socially lacking (19). While this opinion is mostly based on a lack of information, this perception still exists and is just one of the factors contributing to the shortage of qualified IT professionals. For example, a 2005 survey of 1,100 Missouri college freshmen showed that only 53% of the participating students realized eight of the top ten fastest growing careers are in IT (19). Talking with a CIO and a CPO You can find Robert Bence sitting behind is desk in an unassuming office in the county government buildings located on Clayton Road. Mr. Bence has been the Chief Information Officer (CIO) for the St. Louis County government for the past five years, previously working for Monsanto and SBC in a variety of occupations. Mr. Bence prefers to look at his position with the county as a role in a small-to-medium sized business instead of a governmental body, even though he realizes the government has fewer resources than the private sector with which to attract IT professionals. He has twenty-five IT professionals on staff, four of which report directly to him, and twenty-five to fifty more professionals provided through an outsourcer. This outsourcing seems contradictory to the perception of government, but it has been working extremely well for Mr. Bence and his organization. Currently the IT division of the organization is decentralized, but Mr. Bence is working towards increasing the centralization and decreasing the redundancy of tasks, with a probably increase in the amount of outsourcing. In the private sector, Michael Garcia holds the title of Chief People Officer, or CPO, with Nexstar Financial Corporation, now a division of MBNA within Bank of America. Nexstar is a mortgage outsourcing company, processing the loans of a wide variety of clients such as Washington Mutual and a number of credit unions. While Mr. Garcia is technically in charge of Human Resources, he is acutely aware of the importance of qualified IT professionals—the CIO of Nexstar is also the Chief Operating Officer (COO), so technology has been extremely integrated into the business practices and IT is completely aligned with the business objectives of Nexstar. Of the ninety IT professionals with Nexstar, there are twenty-five in St. Louis who focus on the maintenance and problem-solving of their current system and sixty-five people in Boulder, CO who are devoted to improving the system, in such roles as architects and developers. Nexstar only uses contracted or outsourced help for special projects, which are extremely limited. Superficially, the goals and opinions regarding IT professionals of these two managers may seem at odds with each other, IT vs. HR and government/public organization vs. private corporation, however their practices are more closely aligned than one may think. Why is there an IT Shortage? As of 2000, there was a shortage of 400,000 IT professionals in the United States alone (18). The US Department of Commerce estimates that the US will require more than 1.3 million new and highly skilled IT workers through 2007 (19). One of the explanations for this shortage is actually one of the driving factors of IT’s expansion—the trend towards globalization. This spread across cultures, and the perspectives and perceptions that they have, via technology positions the qualified IT professional as a strategic corporate player. The problem is, however, finding a qualified candidate to fill that role; many companies are demanding more experience in business and technical areas than ever before (19). Another possible explanation for the shortage of IT professional is the expectations of management and customers alike. The increase in demand by customers coupled with the management’s desire to be ahead of the competition strategically, in ways such as methods of operation and services provided, work together to create new expectations of IT professionals (19). Additionally, many organizations are seeking professionals who are able to adapt quickly, which could limit the pool of qualified IT professionals from which to choose (19). Salary also has a great deal of impact on a career. In 2004, according to the National Compensation Survey, Computer Systems Analysts (CSA) and Scientists had a mean average annual earning of $63,694 and worked 2,079 hours (40). The mean annual earnings for all categories was $39,536 with 1,998 hours worked annually (40). While there was no data for state and local government salaries, in the private industry, the mean average annual earnings were $70,744 with 2,083 hours worked for a CSA and a total average of $39,373 with 2,053 hours worked (40). The median hourly wage was $30.67 for CSA employees and $15.67 for all categories (40). Education also has an impact on a career, especially how far an individual can progress. When the IT shortage is viewed in light of computer and information sciences degrees conferred on students graduating at the various levels, it is not difficult to see concrete evidence that the qualified IT professional is in great demand. The table below illustrates the shortage of students graduating with IT degrees, which could be related to the conception of an IT career as discussed earlier. Below each year is the total number of degrees conferred that year per degree level (39). DegreeBachelor’sMaster’sDoctorateDisciplineITBusinessITBusinessITBusiness1999-2000 36,195 <3%257,709 21%14,264 3%112,258 24.5%777 <2%1,196 <3%Total degrees1,237,875457,05644,8082000-200141,954 >3%265,746 21%16,038 3%116,475 25%768 <2%1,180 <3%Total degrees1,244,171468,47644,9042001-200247,299 <4%281,333 22%16,113 3%120,785 25%750 2%1,158 <3%Total degrees1,291,900482,11844,160 As this table and the preceding paragraphs illustrate, there is a shortage of IT professionals in the current job market. The first step in strengthening you organization’s IT division is to attract the most qualified individuals possible, but what does that mean? ATTRACTION The Recruitment of IT Professionals Traditional selection techniques of IT professionals, or any potential new employee, have included self-reported experience, such as the basic resume, and responses to unstructured, occasionally hurried, interviews, frequently conducted by individuals outside of the specific division looking for a new employee (43). This has led to some poor choices and potentially to the current animosity of some IT departments towards human resources and vice versa. In many organizations, IT professionals are now recruited from all angles: relationships with colleges, professional recruitment firms, the Internet, internal employee referrals, job fairs, and interns all add potential employees to the organization’s current staff (1). The following chart illustrates some of the recruiting methods discovered in a survey of 150 executives from 1,000 of the largest US firms (2). Staffing/Recruiting70%Posting Job on Company Website57%Classified Advertising35%Job Fairs32%Electronic Matching Services29%Referrals21%Internships2% According to this information, the most prevalent method of recruiting, in conjunction with the traditional resume, is the use of a professional recruitment service, or “head hunter” (2). In the local interviews, these methods were evident in the recruitment practices of both organizations. With the county government, Mr. Bence must offer any open positions to the public with no internal preferences allowed, and he usually publishes the opening in the newspaper. At the time of the interview, there were no open positions, but Mr. Bence stated that he will frequently get over one hundred applicants for one open position. His organization has fairly good employee retention, and his new hires are getting younger and younger. When hiring, he looks for business analysis experience, which acts as a bridge between technical and managerial individuals, applications support, web familiarity, and interface between systems. On the other side, the private sector, Nexstar has its own internal recruitment service that works as its own head-hunting agency. This group contacts prospective individuals directly and tries to entice them to join the Nexstar team. Mr. Garcia also did not have any open positions, and his newest hire joined the company three years ago. Unlike Mr. Bence, Mr. Garcia hires specifically for the position available, so he looks for just those particular skills necessary. What Organizations are Looking for and How They Hope to Get It Because many organizations have set aside projects or settled for lower quality projects due to the shortage of IT professionals, they are becoming more selective when hiring. While “the ability to process and analyze information has been shown to predict job performance across a wide variety of jobs,” there are particular characteristics an individual may possess that are important to job performance (43). These characteristics are: agreeableness, extroversion, conscientiousness, emotional stability, and openness to experience (43). These characteristics focus more on business skills as opposed to technical skills; this shift from technical skills to a business orientation will be discussed later. Some organizations seek to entice professionals away from their current positions. “IT professionals with the most valued competencies are heavily recruited by organizations offering employment contracts with better salaries, along with signing bonuses, stock options and work culture inducements, including enhanced work arrangements and lifestyle accommodations” (36). Instances of this “greener pastures” approach to recruitment has increased as the pool of qualified IT professionals has decreased (36). Many organizations attempt to balance the training and developing needs of their professionals with the risk of future IT professional flight (36). The government has its own set of problems when trying to attract qualified IT professionals. The main hurdles to attracting and recruiting qualified IT professionals include lower salaries, negative perception of government employees, and restricted career development and advancement when compared to the private industry (31). However, many state governments, as well as local and national government organizations, are employing a variety of changes in an attempt to compete with private organizations. These changes include bonus opportunities, increased training and options, and alternative work/place environments (31). Some of these differences were exhibited in our interviews, as stated above. IT and Human Resources (HR) have a history of being adversaries in the workplace. However, by partnering IT with HR, organizations can better manage their personnel needs. Through collaboration with HR, the IT division and managers are better able to conform to employment laws and avoid any hiring practices that may be construed as discriminatory (37). The initial IT skills assessment of prospective employees can also be completed by the HR department, allowing IT management to spend their time on the more detailed interviews of qualified candidates (37). HR can also monitor the performance of current IT professionals to assist with any promotions, bonuses, or relocations (37). Finally, HR can maintain an awareness of current employment trends that may impact the IT division, such as a decrease in applicants with legacy systems skills or the pending retirement of a large number of Baby Boomers (37). This alliance can significantly increase the cohesiveness of any organization and potentially benefit the attainment of qualified IT professionals. As mentioned earlier, the development of IT will make it more strategic to the business aspects of the corporation. IT managers need to become more versatile in order to blend technology and business effectively (18). This development will also directly impact the professionals in IT. The Big Picture Individuals within an organization, IT professionals or not, need to be able to see the big picture of the company. Many successful organizations have begun to stress leadership and non-technical training for their IT staff. Some states are even adding into their IT budget money for continuing education. In general, organizations are starting to look for the well-rounded IT professional instead of an individual with only the necessary technical skills. As globalization increases for many organizations, IT professionals and their capabilities, and short-comings, become more visible. Attracting and attaining professionals with experience in various technological aspects is just as important as the communication and “people” skills necessary to express their IT skills (1). “The ideal IS/IT professionals will need to be multi-faceted, multi-skilled individuals. They will find it important to possess a combination of interpersonal, technical, and business skills that will allow them to analyze problems, integrate applications, and implement new business processes built around IT” (1). IT professionals will need experience with such tasks as “identifying promising application targets, deciding the systems processes and modes of use, and assessing the systems risks and potential financial losses” (31). This ‘big picture’ outlook shows the blending of skills that current and future IT professionals must possess in order to succeed. Organizations are currently looking for professionals that are able to strike a balance among technology knowledge, management and leadership practices, and the drive to succeed within the organization (18). Specifically, business aspects that are becoming important for professionals include: “diplomacy, political, interpersonal and business skills, and reconsideration of traditional avenues of career development” (18). To succeed, and fully benefit the organization, an IT professional must be able to look at the company’s goals, not just the goals of the IT division. This alignment is extremely evident at Nexstar, as previously stated. An IT professional that possesses such a wide range of business and technology skills will be attracted to an organization that views these skills, and the individual who owns them, as an asset to the company; the next step is increasing the qualifications of that IT professional. DEVELOPMENT Training IT Professionals and Its Benefits Professional development is the systematic maintenance, enhancement, and broadening of knowledge and skill, along with the development of personal qualities (values and attitudes) necessary for fulfilling assigned responsibilities (36). IT professionals must maintain high levels of competence in order to ensure long term employability. Training is a crucial factor in achieving this goal in the information technology field. Skill-sets of IT professionals are becoming obsolete as changes in the IT profession accelerate. Legacy systems are being replaced by Internet-based, client server and object oriented technologies. Therefore job requirements and the required skills for these job functions are changing. In the past training was primarily focused on the end user, but in today’s workplace where technology is constantly changing, the focus has shifted to the retraining of IT professionals. Today’s managers must not overlook the importance of training. Since most training participation is typically voluntary the motivation factor is very important. IT professionals who lack the proper motivation for continued training will likely exhibit poor performance and may eventually find their skills outdated. Therefore, organizations must focus their training on the skill sets and knowledge that have the highest perceived future rewards. It also requires significant support from management in providing employees with effective development programs. Organizations must demonstrate to their employees that they want them to learn and grow. One benefit training has on IT professionals is that is gives them a sense of value within the organization and provides them with the necessary motivation. Employees need to maintain a high level of professional competence in order to grow in the organization. An extensive research study conducted by the MIS faculty at the University of South Florida, Tampa, Florida revealed many interesting findings regarding motivation and professional competence (36). The study focused on 3 levels of training and development. “Slight effort” is defined as participating in one hour of development activities a month; “moderate effort” is the participation in four hours of development activities a month; and “extensive effort” is the participation in nine hours of development activities a month. The weighted average for each effort level implies professional development improves professional competence. Peer Ranking (%)Extensive EffortModerate EffortSlight EffortFreq.Percent%SumFreq.Percent%SumFreq.Percent%Sum1058 33.7 33.7 9 5.3 5.32 1.2 1.22055 32.0 65.726 15.2 20.58 4.7 5.93036 20.9 86.643 25.1 45.623 13.5 19.44010 5.8 92.433 19.3 64.913 7.6 26.9509 5.2 97.738 22.2 87.137 21.6 48.5604 2.3 100.014 8.2 95.324 14.0 62.5700 0.06 3.5 98.823 13.5 76.0800 0.02 1.2 100.021 12.3 88.3900 0.00 0.021 11.7 100.0AverageTop 22.4%Top 38.2%Top 57.1% The above table outlines the responses of 172 participants who were asked to rank their professional competence against that of their peers (column 1), based on the previously described levels of training and development (36). This study suggests that IT professionals perceive an improvement in their skills in relation to professional development through training (36). The study also showed that the level of competence of an employee is significantly related to the effectiveness and efficiency of finishing work assignments as well as a sense of satisfaction with those assignments. Below are 10 work-related outcomes that will occur if a high level of professional competence is maintained (36). OutcomeProbability of Outcome (%)Effectively completes assignments86.6Effectively completes assignments86.0Satisfied with assignments83.3Given challenging assignments73.6Good job security70.1Admired by colleagues66.3Increased decision autonomy66.0Given interesting assignments65.3Given promotions53.8Increased financial rewards48.0 Training also gives the IT professional an understanding of how their role effects the organization. It can lead to increased employee satisfaction with their job, which is an important motivator for performance and is negatively related to turnover. A key objective to training is to increase employee commitment to the organization and to promote a culture that encourages long-term employment (9). Career development is an important motivational tool and creates job devotion. Some noteworthy initiatives of training include the improvement of employee job performance and employee development; the development of skills, knowledge and attitudes; and a means of achieving a competitive edge (9). Dedicated support from the upper levels on management, within and outside of the IT division is necessary to increase the effectiveness of training; this dedication sends the signal to the IT professional that the organization agrees that the continuation of training is important to the professional’s career goals. This training should be customized to fit to the employee’s needs and the organization’s goals and the proper resources must be committed to management to ensure the employees are provided with the appropriate programs (9). This commitment will lead to quality training programs, which in turn will boost employee morale and an increased sense of employee accomplishment. The commitment of IT professionals to the training has been shown to have a positive influence on job satisfaction (9). The goals of training from the organizations’ perspective are increased skill sets, increased motivation, increased knowledge transfer and a defined competitive edge (9). The training programs as well as the managers who implement them must be effectively evaluated. One of the most effective types of evaluation is from the trainees themselves. These assessments are typically informal and unsystematic and take place once the training has been completed (9). Transfer Learning Human resource development has been focusing on the ways in which organizations can promote learning. Systematic approaches to learning are tied to corporate performance. Attitudes such as satisfaction and motivation are related to overall learning and development. Motivation to transfer learning involves the drive or inspiration of an individual to reassign knowledge gained from formal or informal learning to a job-specific context (9). A worker’s attitudes, interests, values and expectations can influence training effectiveness.  Employees reported stronger transfer intentions when engaged in learning activities in which follow-up from their manager was anticipated or when employees were involved in training that was mandatory. Public vs. Private As CIO of St. Louis County, Mr. Bence is responsible for the development of his in-house employees. During his five-year tenure, he has noticed that unless the individual comes in as a manager, there is a tendency towards technical career paths. These career paths currently lead to department silos, where once a professional is in a particular department, it becomes difficult to transfer him/her to another one. However, in the interest of fitting the professional with the best position, Mr. Bence is trying to change and cross-train employees, but is meeting with resistance; employees tend get comfortable in a job, like their coworkers, do not want to deal with the difficulty of moving departments. Training his IT professionals is a bit of a challenge for Mr. Bence. Because he works for the government, his division is restricted by a limited budget. He is also of the opinion that there is a limited vision within the organization. Mr. Bence feels that many individuals within the county government are content with the status quo and feel that additional training is not necessary, but he is working on changing that perception. For example, his direct reports, four employees, undergo training in both technical skills and soft skills (e.g. time management) every year, but the length of time devoted to training varies each year dependant on the available budget. In addition to training, the IT professionals with St. Louis County undergo performance assessments on their work. These assessments are done annually, and is usually a review of the basic standards for everyone and a discussion about the employee’s particular goals and if/how they were met. It is a formal process, with various managers “signing off” on the evaluation. However, Mr. Bence stated that the organization is beginning to move towards a pass/fail system of assessment. Mr. Garcia, however, has professionals that develop their career path while at Nexstar. The managerial paths focus on a movement toward leading/managing large projects of the organization and the technical paths focus more on the projects themselves. Nexstar is extremely team oriented; professionals work towards what is best for the company as a whole, not just the department in which they work. Mr. Garcia has a different approach to training; he hires individuals based on their qualifications, so they enter Nexstar fully trained for the position available. He mentioned that the organization usually does not conduct any broad skills training, but the company does provide tuition reimbursement for all of their employees, up to $5,000 per semester. By taking this approach, Mr. Garcia feels that the employee only has to learn about the company and its structure, not new skills. At Nexstar, employees are assessed twice a year in a formal process that includes the individual, their manager, their manager’s manager, and the vice president of the division. This assessment covers the individual’s rating, summary of work and his/her approach to it, communication skills, customer orientation, leadership, development goals, team and company’s goals, and the core values of the company. This assessment is used in determining any bonuses the professional receives, as well as any position changes desired by the individual or the organization (e.g., promotion or reassignment). RETENTION Demand and Supply Projections In a 1997 publication by the United States Department of Commerce, Office of Technology Policy we find projections of 190,000 unfilled Information Technology (IT) positions in the United States (3). The publication postulates that these positions were unfilled due to a shortage of qualified workers. Another survey cited in the publication reported that nearly half the CEOs of the fastest growing American companies thought they had insufficient IT professionals to conduct their operations From the surveys the United States Department of Commerce concluded that job growth in the IT field was exceeding the number of qualified workers entering the job market. This phenomenon can be partially explained by publication data that shows that in the period 1994 to 2005, more than a million new computer scientist and engineers, systems analysts, and computer programmers will be needed in the United States (41). This equates to approximately 95,000 new IT professional entrants into the labor force each year, yet in the United States only 24,553 students earned a bachelors degree in computer and information sciences in 1994 (39). Figure 1 below depicts the projected future demand for IT professionals through 2005 and deficit between this demand and available IT professionals (41).  These projected shortfalls of IT professionals were not just applicable to the United States but were a worldwide dilemma. Therefore, the United States can not rely totally on immigration of IT professionals or on outsourcing of IT work. The United States must instead train and educate new IT workers, update the skills of existing IT professionals and retain current IT professionals to meet the ever increasing demand for IT professionals. From the United States Department of Labor, Bureau of labor Statistics, Occupational Handbook, 2004-05 Edition, the growth in IT professional jobs theme continues. Projections from the bureau show total United States employment increasing 14.8 percent between 2002 and 2012 with growth in professional, scientific, and technical services increasing by 27.8 percent/1.9 million new jobs (41). It is within the professional, scientific and technical services sector that we find IT professional jobs categorized. Here fully one-third of the new 1.9 million new jobs will be associated with computer systems design and related services. This equates to a 54.6 percent increase in computer systems design and related services jobs. Chart 7 below shows percentage changes in employment occupations projected to grow fastest in the period 2002 to 2012 (41). Note the percentage increases for network systems and data communications analysts; computer software engineers, applications; computer software engineers, systems software; database administrators; and computer systems analysts.  (41) Inequality in Demand and Supply In addition to the fact that the United States is not producing sufficient college graduates to meet the growing IT professional job growth, we must also consider other factors impacting the demand/supply inequality. Between 1986 and 1994 there was a 42 percent decrease in the number of United States students earning degrees in computer and information sciences. Some of the reasons for this decline are shown below: Just 50 percent of high school graduates are completing Algebra II or Chemistry while in high school. These courses are prerequisites for college mathematics and science and are needed for successful matriculation into computer and information sciences fields of study. Many college students are unaware of the opportunities in the computer field. There is a sensing on the part of many students that colleges and universities are not providing marketable training they can use. A lot of on-the job training is taking the place of formal four-year education in computer science (41, 3). There are also mismatches between what those with computer science degrees learn and what employers want. Employers want practical experience and the ability to apply experience and learned theory to real-world business and industry problems. This real-world ability is not always gained in degree programs. The volatility that exists in the business environment due to the rapid and often appearance of new versions of software also impacts the demand and supply inequality for IT professionals. Business expectations of new hires and current staff to stay abreast of these changes may actually be unrealistic. When recruiting and narrowing sought after skills to a specific software or ability instead of looking at the overall abilities of applicants, inequality in the demand/supply for IT professionals continues (41). In addition, even when employees are willing to invest time and money in retraining IT professionals there is no guarantee that the IT professionals will remain with the employer. Oftentimes, highly skilled IT professionals leave to take advantage of increasing opportunities in the IT labor market. Another factor impacting the supply/demand inequality of IT professionals is the under representation of women and minorities in the pipeline for computer science graduates. Though women earn more than half of the bachelor degrees awarded, they only represent one-quarter of the bachelor-level computer and information sciences degrees. This trend is on a downward slope as shown in figure 7 below (41).  Minorities (African Americans, Native Americans and Hispanics) are also under represented in computer science degree attainment when one compares their percentage of the overall population to their percentage of degrees earned in computer science (see Figure 9 below). This under representation negatively impacts the balance of available IT professionals to meet increasing demands (41).  Existing limitations on businesses ability to bring in immigrant workers also serve as a factor negatively impacting the supply/demand for IT professionals. But even if these limitations were non-existent there is doubt that businesses could immigrate sufficient IT professionals given the fact that the scarcity of IT professionals is thought to be worldwide. What Does All This Mean and Why is it Important? With the projected increase in IT professional jobs coupled with inadequate supply of IT professionals to replace existing IT professionals as they age and retire and to meet growing demand for IT professionals, we envision that turnover rates for IT professionals will continue to rise. We know that during the period 1997-2001 Fortune 500 companies experienced turnover rates of 25 to 35 percent (28). Also during this period it is reported that IT professional’s job tenure averaged 13 months down from about 18 months in 1998 (28). These high turnover rates and low tenure of IT professionals will only exacerbate the retention problem as competition for IT talent increases. Competition for IT professionals has fostered “poaching” and “brain snatching” of quality IT workers from competitors by companies offering better pay, benefits or other incentives. Poaching and brain snatching of quality IT workers is an easier and less expensive recruiting strategy for many companies (28). There is also more emphasis on the use of “headhunters” to find skilled IT professionals for companies. These headhunters were used traditionally to find executive talent for companies but increased competition for IT professionals now find them actively recruiting for numerous IT professional positions. The high turnover of IT professionals and accompanying retention problems can have dire consequences for the United States economy. Our competitiveness, economic growth, and even job creation is all tied to information technology as an enabling technology. Competition in the United States economy has forced companies to adopt advances in information technology to improve productivity and to develop and offer customers new services. Shortages of IT professionals affects the ability of companies to continue the adaptation of systems needed to improve business performance and customer satisfaction. Competition for IT workers also serves to drive up salary levels for these professionals thus increasing the cost of production (28). Often these rising costs can not easily be passed to consumers because of long term contracts with fixed prices causing a drain on profits that might otherwise be used to grow the company or pay out to shareholders. Escalating salaries can also drive some users of IT talent out of the market. This is especially true for some government and non-profit users. Information technology drives growth in high-tech industries in the United States and around the world. These industries must have qualified information technology workers to continue growing and increasing their potential. Innovations to develop new products and services and to improve existing products and services also depends on the use of information technology. Without qualified IT professionals, America’s ability to continue to drive innovations in the world markets can be significantly constrained. What Can be Done to Reduce Turnover To answer this question we look at the results from field work conducted by Rita Agarwal and Thomas W. Ferratt (1). They recognized that in spite of retention and turnover problems associated with IT professionals, some companies were still able to find, develop and retain IT professionals. Agarwal and Ferratt embarked on a study to find those best practices followed by these successful companies in recruiting, developing and retaining IT professionals. The study looked at 32 successful companies from various industries to determine what practices they followed in managing their IT resources. The study was conducted by interviewing Chief Information Officers and Human Resource Executives from the 32 companies. Demographics from the study companies are shown in the table below (1). Company Size  Median Revenues Median Number of Employees$5.5 billion 12,000IT OrganizationNumber of Employees100 or less Between 100 and 1,000 More than 1,0009 15 8IndustriesManufacturing Professional Services Financial Services Computers and Communications Telecommunications and Utilities Chemicals, Pharmaceuticals, Healthcare Education Transportation6 4 4 6 3 4 3 2 Agarwal and Ferratt took the data they discovered from the series of interviews and categorized it into four distinct recruiting practice categories of sourcing, skills sought, competitive differentiation elements and one-time inducements. From these distinct practice categories they identified detailed recruiting practices used and frequency of use by the 32 successful companies in each practice category. Table 2 below shows the breakout of practices discovered by Agarwal and Ferratt (1). Practice CategoryDetailed PracticesFrequencySourcingCollege relationships Recruiting firms/Contractors Internet Employee referrals Job fairs Co-ops/Interns Special minority and women sourcing Networking at professional events17 13 13 8 7 6 6 2 72Skills SoughtTechnical and other (business, relationships, leadership) Experienced Primarily technical5 2 1 8Competitive Differentiation ElementsCompany reputation, visibility, and vision Total work environment with concern for the individual Compensation Training opportunities Performance-based culture Availability of new technologies10 9 8 6 2 1 36One-Time InducementsHiring bonus Stock options5 1 6Total Recruiting Practices122 Agarwal and Ferratt then categorized retention practices in a like manner as illustrated below (1). Practice CategoryDetailed PracticesFrequencyPerformance MeasurementAnnual “traditional” performance appraisal More frequent appraisals 360-degree performance assessment Cross-functional team performance appraisal7 6 5 1 19Compensation and Benefits SystemsBonus/variable compensation Market-anchored compensation Flexible benefits, tuition, and sabbaticals20 14 10 44Work ArrangementsTeams Interesting work, job rotation Redesign of work-space18 8 1 27Employability Training and DevelopmentDevelopment plans and competency/skill-based training Tuition reimbursement/College program In-house or other formal training program Individual or mentor-based development12 9 9 3 33Longer-Term Career DevelopmentBuilding business/leadership skills Career planning7 2 9Opportunities for AdvancementCareer paths Promotion from within10 4 14Opportunities for RecognitionNon-monetary rewards Monetary rewards/bonuses Extended vacations7 7 1 15Quality of LeadershipEmpowerment/Participation Management training and development16 5 21Sense of CommunityCommunication by senior management Social and socially responsible activities Intranets Newsletters14 13 3 2 32Lifestyle AccommodationsRelaxed environment Flexible work/time arrangements Child care/other services Telecommuting4 3 3 3 13Organizational Stability and Employment SecuritySecurity/Financial stability3 3Total Retention Practices230 Higher practice frequencies in the tables indicate the extent of managerial emphasis on the practice. Of course not all recruiting and retention practices were used by all companies. On average, at least four recruiting and seven retention practices were used by each company. Also evident in the companies were partnered relationships between IT organizations and the Human Resources element. The two organizations worked diligently together to recruit and retain IT professionals to support the overall organizational goals. Application development and HR decisions in most of the companies was neither excessively centralized nor decentralized while technology acquisition and standards and procedures were more centralized (1). Agarwal and Ferratt also found that much of the IT work in these companies was performed in-house (1). They also found that the standard workplace hierarchy was the preferred arrangement in these companies with a lesser emphasis on the matrix organizations and self-managed teams (1). Within the companies studied, Agarwal and Ferratt observed diverse organizational cultures with emphasis on productivity concerns and on interpersonal relationships. The productivity concerns focused on work and output while interpersonal relationships focused on the employee needs and how they are addressed by the HR practices (1). Agarwal and Ferratt concluded that “In the organizations they studied cultures conducive to successful recruiting were ones emphasizing achievement orientation as well as ones that present a balanced vision of the work, the individual and the organization. Cultures conducive to retention emphasize employees’ self-concept and professional identity, recognize competing demands on an IT professional’s attention, emphasize communication to give IT professionals a sense of inclusion/insiderness, and provide recognition and tangible rewards” (1). The study also revealed that in recruiting the successful companies used networking and partnering with sources to identify potential hires. Networking and partnering with schools and recruiting firms worked well for these companies. On the retention side the companies used financial incentives to keep employees motivated. They often did this by increasing the frequency of performance appraisals thereby providing more opportunities to reward high performers. These companies also provided work arrangements that gave IT professionals an opportunity to work on various projects and to be involved with different technologies. IT professionals were also afforded the opportunity to train and to develop through use of tuition reimbursement programs, computer based training and mentoring programs. From the information gained from the study Agarwal and Ferratt suggest that IT managers use the recruitment and retention categories to look at the practices currently used in their companies. Doing so may allow IT managers to identify recruitment and retention practices, or the lack of them that do not mirror the “best of breed” practices and thus contribute to the inability to attract and retain IT professionals. Having this vast array of recruitment and retention practices at the IT manager’s disposal, if properly used, can attract, help to develop and retain critical IT professional resources. IT managers can best apply these practices by using the Strategic Star shown below.  In the Strategic Star the four recruiting practice categories and the eleven retention practices have been grouped into the five strategic levers of Career Development and Security, Recruiting Posture, Concern for Individual, Concern for Productivity and Compensation. IT managers can employ the strategic levers to match their IT professional management philosophy with the “best of Breed” recruitment, development and retention practices used by the successful companies from the study. A practical application of this matching process can be seen when the management philosophy is short-term maximum productivity from IT professionals. When this is the case the Strategic Star shows that investment in sourcing and/or one-time inducements may be prudent since this strategy could lead to a high turnover rate. Another example is the company that wants to retain its IT professionals and develop them for the long-term may want to invest in the Concern for Individual and Concern for Productivity practices. St. Louis County and Nexstar Retention practices are somewhat different between the two organizations interviewed. With the County, autonomy for work depends on the department and the supervising manager. Mr. Bence personally allows a fair amount of autonomy for his direct reports; he is results-oriented with a significant amount of freedom over work but he does require periodic updates from his professionals and is available for guidance. Turnover is fairly low, and the professionals who do leave cite a better offer with another organization or personality conflicts within their work environment as reasons for leaving. Mr. Bence does occasionally receive complaints from employees, and these include a lack of delegation of work by managers, management style conflicts (usually between mangers and subordinates), budget restrictions, and inability to play a role in the bigger projects. Mr. Bence views the County as a desirable organization to work for because there is a perceived security with the job, less intense than private businesses, no travel requirements, and not as selective as private companies, meaning an employee does not necessarily need a degree or equivalent work experience. Another benefit of working for St. Louis County as an IT professional is that it is a true “9-5” job, 40 hours a week with flexible hours, allowing professionals to start early and leave early. If the professional wishes not to pursue a full management career path, there are limited management roles with fewer direct reports. Employees are able to see the difference their job makes and see the impact of their work in the community and within the organization. At Nexstar, IT professionals enjoy a fair amount of autonomy, but the focus is on the team and the company; this outlook seems to work extremely well for both the professionals and the organization. Nexstar’s turnover is less than 3% turnover, which Mr. Garcia attributes to the challenges of the job and a good organizational culture. He has not heard any complaints from his professionals, but does work hard to make sure that people enjoy coming to work and working hard for the company. One of the positive aspects of working for Nexstar is that there is a lot of work to do, so employees are rarely ever bored, and they have a wide range of available resources with which to complete their tasks. Mr. Garcia feels that the company has a great group of IT people and a great team environment. A benefit of working for Nexstar, as opposed to a public organization, is that the pay is competitive and employees are working with the cutting edge of technology and usage. CONCLUSION As the world of business continues to rapidly change and as globalization of industry and trade continues, the importance of using information technology rapidly increases as well. To facilitate current technology, new technology, and the conversion of legacy systems to new systems, the role of IT professionals in organizations takes on increasing significance. All organizations need to learn how to effectively attract, develop, and retain these professionals to create and maintain an effective organization. Through vigorous recruitment methods based on the qualifications desired by organizations, IT professionals are attracted and attained, then developed through training, and finally retained within the organization to increase the effectiveness of the organizations through the reduction of professional turnover. As a member of the organization, especially a member in a management position, it is important to maintain an awareness of the bigger picture—the organization’s needs and goals, your professionals’ needs, activities of the competition, and global trends. By maintaining this awareness, and by using the information set forth in this paper, your organization can attract, develop, and retain the most qualified Information Technology professionals available. References Agarwal, R. and T. Ferratt, "Enduring Practices for Managing IT Professionals," Communications of the ACM, vol. 45, 9, Sep 2002, pp. 73-79. 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