Ideal Employer Report by Dice, formerly The IT Job Board

Ideal Employer

The Guide to Tech Professionalsâ&#x20AC;&#x2122; Employer Rankings in the UK Ideal Employer Report 2017 DICE

Table of Contents Introduction

Google: 2017 Ideal Employer Winner

Top 10 Ideal Employers

Whatâ&#x20AC;&#x2122;s Important to Tech Pros

Ideal Employers: Strengths

Ideal Employers: Generational Insights

Ideal Employers: The Takeaway

Respondent Profile

Ideal Employer Report 2017 DICE

Introduction Welcome to the 2017 Dice Ideal Employer rankings for a variety of companies. This is the first of what will become an annual study that explores which companies are most admired by technology professionals. But this is more than a simple survey: the responses allowed us to explore the professional, demographic, and psychographic nuances that power these professionalsâ&#x20AC;&#x2122; opinions about the workplace.

Survey Fast Facts

JUNE AUGUST

2017 2017

The survey ran between June 2017 and August 2017.

Took respondents 10-15 minutes to complete.

Responses from 464 tech professionals in the UK.

Respondents were asked to provide their top three Ideal Employers in an open text box with a predictive entry, as opposed to a drop-down menu. This ensured the greatest possible variety of responses.

Our research included responses from 464 technology professionals in the United Kingdom. We analysed tech prosâ&#x20AC;&#x2122; professional interests and desires, with additional breakouts for age.

Ideal Employer Report 2017 DICE

Google

Among Millennials Google Rank: 1

For many technology professionals, Google is the gold standard for Ideal Employers. Not only is it one of the most recognisable names in tech, but it also does a good job of keeping its employees happy through a mix of competitive salary, perks, benefits, and interesting work.

Among Gen X Google Rank: 1

A strong majority of our 5,000+ respondents said that Google was their number one choice of places to work. The company's offices, including its massive headquarters campus in Mountain View, CA, include neat perks such as cafeterias and on-site amenities. But in our survey, even the Millennials weren’t huge on perks. What tech pros really care about are innovative, stable companies that do a lot to build positive, transparent environments; things like yoga and colorful office furniture are only the most visible manifestations of the strong culture that Google has spent years (and a lot of money)

Among Baby Boomers Google Rank: 1

cultivating. Google has also devoted substantial effort to ensuring its employees represent a broad mix of experiences, education, and skills.

“Who doesn’t want to be Googley? Known for fostering talent and keeping burn-out at bay.” — Tech Pro about Google

Ideal Employer Report 2017 DICE

2017 Ideal Employers The top 5 Ideal Employers have spent years cultivating brands, ideals, employee benefits, and working environments conducive to productivity and happiness. Technology professionals responded by naming these firms our 2017 Ideal Employers. Based on our analysis, the companies on the list are admirable.

“There isn’t an end to where Amazon is going. A company that started selling just books from a garage has turned into so much more. I want to be part of that.” — Tech Pro about Amazon

In the event of a tie, companies shared a rank and subsequent rankings were skipped.

Google

Microsoft

Apple

Amazon

Facebook

IBM

Ideal Employer Report 2017 DICE

What’s Important to Tech Pros What do technology professionals value in a job? In order to find out, we asked our survey respondents to name the most important attributes of their Ideal Employer. In a completely unsurprising twist, “competitive salary” topped this particular list. Other benefits and attributes aside, a tech company’s ability to pay top money for talent is clearly key to hiring, retention and perception. What else did tech professionals deem important? Challenging work rated highly, just ahead of opportunities for promotion and managable working hours. More than three quarters of respondents also prized positive organisation culture. The responses also offered a few surprises. For example, despite the emphasis on company perks such as cafeterias, snacks, and fun activities, tech pros didn’t seem as interested in such things as they

did salaries and benefits. A minority also deemed equally “important,” even though the struggle for ownership percentages and stock options is supposedly a prime driver of today’s tech pro. At the very bottom of the list: Only a third of tech pros thought it was important that an Ideal Employer offer sabbatical/volunteer time. (This is interesting, as a number of large tech firms— including Salesforce and Cisco—have begun offering time off to volunteer.)

In sum, tech professionals seem to highly prize their pay and company culture. A firm that offers a combination of interesting work, flexible working options, positive organisational culture, training, and financial stability is likely to prove one that employees (and prospective employees) love.

“[Facebook is known for] flexibility, high salaries, stability, creative environment, great benefits and good core values.” — Tech Pro about Facebook

Ideal Employer Report 2017 DICE

What’s Important What’s Less Important

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Competitive Salary Challenging Work Positive Organisational Culture Manageable Working Hours Is

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Ideal Employer Report 2017 DICE

IDEAL EMPLOYER

Strengths We asked tech professionals to rate the strengths of their Ideal Employers across a number of categories, including competitive salaries and bonuses, open/transparent communication, opportunities for promotion, and much more. Tech professionals felt the top companies delivered challenging and interesting work, along with strong benefits (i.e. health insurance). These firms also gave employees competitive salaries, and had an innovative streak and the opportunity to work with key industry players.

In other words, the Ideal Employers come to the table with competitive salaries, financial stability, and culture that supports growth and innovation. But when it comes to things like work-life balance and volunteering, they often have some ground to make up.

“Six weeks paid paternity leave, 50% salary paid to [spouse] for 10 years [if you die], nap pods, and tons of other perks.” — Tech Pro about Google

Despite all the “buzz” over cool company perks at large tech firms such as Google and Apple— fancy cafeterias loaded with snacks, paid-for gym memberships, and so on—less than a quarter of the top 10 Ideal Employers earned a collectively strong perception in the ‘perks’ category. In addition, these companies displayed some weaknesses when it came to equity awards, sabbatical time, and open/transparent communication. Ideal Employer Report 2017 DICE

Strengths Weaker Attributes

• • • • • • • •

Challenging Work Financial Performance Established Leader in Industry Innovator in Industy

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Ideal Employer Report 2017 DICE

Employer Strengths vs. Importance We’ve compared the strengths with what’s the most important attributes of tech professionals Ideal Employer. Competitive salary does not make it into the top 4 Ideal Employer strengths as tech professionals did not feel it was important, but it appears to be one of the most important attributes of tech professionals Ideal Employers. Comparing the Ideal Employer strengths with the importance of an Ideal Employer, it’s becomes clear that tech professionals would like to work in an organisation with a cultural aspects, competitive salary but manageable working hours are not a priority. It shows that the strengths for a tech professional do not match with the attributes of their ideal employer.

At large tech firms such as Google and Apple — fancy cafeterias loaded with snacks, paid-for gymmemberships, and so on — less than a quarter ofthe top 10 Ideal Employers earned a collectively strong perception in the ‘perks’ ategory. In addition, these companies displayed some weaknesses when it came to equity awards, sabbatical time, and open/transparent communication.

The leading strengths of an Ideal employer consist of challenging work, financial performance and having a good reputation in the industry. But when it comes to things like work-life balance and volunteering, they often have some ground to make up.

Ideal Employer Report 2017 DICE

Strengths vs. Importance Ideal Employer Importance

Top Ideal Employer Strenghs

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Manageable Working Hours Open / Transparent Communication Positive Organisational Culture Competitive Salary

Question asked: For the company or companies you selected earlier, which of these do you feel has strength in the following areas (check all that apply)?

Ideal Employer Report 2017 DICE

IDEAL EMPLOYER

Generational Insights For technology professionals between the ages of 18 and 35 (i.e. the Millennials), the Ideal Employer was Google, followed by Microsoft, Apple, and Facebook. This certainly makes sense: tech pros in this demographic highly value a positive and dynamic workplace culture, and all of those companies deliver on that front. Younger workers, like their older peers, also enjoy a competitive salary and bonuses, as well as equity awards—which these firms deliver. Tech pros in all age groups voted Google and Microsoft as their top employer. The table shows that everyone wants to work for brand-name companies that are not only innovative, but also provide a mix of great benefits, strong workplace culture, and financial stability.

As a group, Millennials, Generation Xers and Boomers cared about competitive salaries and challenging work, which came in first and second, respectively, on their lists of important attributes. Recruiters and executives should use that data to inform their outreach and retention strategies.

Company

Millennial Rank

Gen X Rank

Boomer Rank

Google

Microsoft

Apple

Amazone

Facebook

IBM

“Apple’s marriage of software and hardware is beautiful.” — Gen X Tech Pro about Apple

Ideal Employer Report 2017 DICE

IDEAL EMPLOYER

Generational Insights What Different Generations Value

The top attributes that matter most to different generations of tech professionals.

Millennials Value...

Gen Xers Value...

Boomers Value...

Competitive Salary

Challenging Work

Competitive Salary

Opportunities for Promotion

Positive Organisational Culture

Positive Organiational Culture

Manageable Working Hours

Open / Transparent Communication

Strong Executive Leadership

Positive Organisational Culture

Manageable Working Hours

Open/ Transparent Communication

Office Environment

Manageable Working Hours

Solid Training & Development

Strong Executive leadership

Financial Performance

Innovator Industry

Solid Training & Development

Office Environment

Open/ Transparent Communication

Opportunities for Promotion

Flexible Working Options

Strong Executive Leadership

Flexible Working Options

Innovator in Industry

Financial Performance

Is a Good Corporate Citizen

Question asked: When thinking about your ideal employer, how important are each of these attributes? In the event of a tie, attributes shared a rank and subsequent rankings were skipped.

Ideal Employer Report 2017 DICE

IDEAL EMPLOYER

The Takeaways For employers that aren’t Google, Apple, Amazon, or another gigantic tech firm, what’s the takeaway here? No matter what the size of your firm (either in revenue, market cap, or employee count), it’s clear that professionals under your roof value a combination of strong salaries and benefits, and an equally robust culture. Salaries, benefits, and perks are probably the easier parts of that equation for a business to achieve, provided it has sufficient monetisation. Creating the right culture, however, is a lengthy process often filled with trial and error. It starts with companies listening to their employees: What do they want? What do they value? What could be done better, or differently?

Once a company establishes a powerful feedback loop with its employees (and prospective employees), it can take the necessary steps to make its culture more responsible and transparent. This isn’t just a job for the CEO and other c-suite executives; managers must listen and ensure that their direct reports not only feel supported, but also challenged (in a good way) by their work. Challenging work and solid training ranked high on our respondents’ lists of valued attributes.

Last (but certainly not least), companies need to be holistic in their approach to employee hiring, retention, and attention. It’s not just a matter of throwing money and snacks at professionals until they say they’re happy, or even ensuring that they have the right kind of work to do. Companies must strive to present an image of innovation and honesty (i.e. being a good corporate citizen) in order to compel employee loyalty. Accomplishing all of that takes a lot of time and energy, but the results are surely worth it.

5 Ways to Attract Tech Talent When You’re Not the Cool Kid 1

Know when tech pros are open to new jobs.

Create a culture where tech pros can develop their skills and careers.

Know how to target Millennials.

Build your brand by talking about yourself and backing it up.

Get people talking about you.

Ideal Employer Report 2017 DICE

Appendix Appendix

Ideal Employer Report 2017 DICE

Respondent Profile

24%

85%

27%

Male

Millennials (18-35)

Female

Gen-X (36-50)

Prefere not to answer

Boomer+ (51+)

49%

Ideal Employer Report 2017 DICE

Methodology

About Dice

Our 2017 Ideal Employer research was conducted via an online survey tool between June 2017 and August 2017. In total, the survey garnered 464 respondents across the United Kingdom. 1,344 valid votes for ideal employers were cast with a total mention of 501 different companies.

Dice is a leading tech career site for the UK, Germany and US. Dice quickly delivers the opportunities; insights and connections technology professionals and employers need to move forward. uk.dice.com connect employers with relevant active and passive tech professionals.

The main question asked respondents to identify their top three ideal employers and was an open-text field with predictive data entry. Respondents were then asked to rank 21 company and role attributes based on importance. Finally, respondents rated their ideal employers on these same attributes.

In 2016 Dice launched Talent Search, combining the Dice CV Database with social data extracted from the award winning social recruiting tool Open Web. This created the largest database of active and passive candidates in the UK.

To ensure statistical validity of the results, 30+ votes per company were required for major rankings (e.g., region) and 10+ votes per company were required for minor rankings (e.g., company sector). 65+ votes per company were required for deeper analysis into company ratings across attributes, including key strengths. Where companies had divisions or acquisitions that received too few votes to stand alone, they were combined into the parent company. An example would be YouTube, which was rolled up under Google.

Ideal Employer Report 2017 DICE

+44 (0)20 7292 3899 | uk.sales@dice.com Ideal Employer Report 2017 DICE