Let us know if we can provide you with extra copies of our 1998 salary survey. Because of the high demand in the market right now, many companies are either slow or resistant to unilaterally adjust fixed costs including base salaries, and are using other types of market-based incentive programs. In addition to providing the employee with additional income and incentive to remain with the company, these types of bonuses keep a company's fixed costs down because they're not a permanent addition to an employee's salary. Yet another big incentive for IT professionals is a positive work environment. It would include privileges such as flextime and telecommuting.
Many employers rely on contractors or consultants to help fill vacant positions.
It goes without saying that when such temporary staff leave your company's premises, skills and knowledge go with them. Factors impacting the cost of retaining or replacing these temporary workers are the same as those affecting the retaining or hiring of full-time staff. Several of our long-term clients have found an ingenious means of warding off the loss of their knowledge base when such temporary workers leave. These clients carefully scrutinize temporary candidates and select those who could potentially fit into their companies. Then, as the workers' contracts or projects wind down, they're hired as full-time employees by the clients.