Forty-six percent of IT managers who have hiringresponsibilities would offer a top performer up to a 10 percent ormore salary increase to leave one job for another.

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And, despite the rising attraction of work-life balance orworkplace flexibility to employees, those in a position to hiring atechie believe money is still far and away the most importantfactor in landing a job candidate.

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Related: Top 10 best jobs: 2016

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Those are some of the conclusions drawn from a survey of IT hiring professionals by techstaffing company Modis. The survey was designed to cull out whathiring pros look for in candidates, what they are willing to do toland a top performer, and who is having the toughest time fillingcritical tech positions.

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General consensus could be found around several topics. Forinstance, a majority of respondents, regardless of tenure, age orjob title, agree that health care tech jobs were going to bethe most difficult to fill going forward.

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They also generally agree that salary is more important thanmost other factors in persuading someone to work for them. Mostfelt Chicago is the emerging tech professional hot spot. A strongmajority say they would rehire someone who had a left to takeanother job if they felt that person was a top performer.

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Related: Are millennials are cybersecurity risk atwork?

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Moving on to specific details, the survey reported the followingoverall results when it asked:

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When hiring a top candidate that is currently employer,what is the average salary increase you are willing to offer to getthem to jump ship?

  • No increase: 2 percent.

  • 3-5 percent increase: 19 percent.

  • 6-9 percent increase: 33 percent.

  • 10-15 percent increase: 32 percent.

  • Above 15 percent: 14 percent.

Hiring back a top performer that left:

  • I wouldn’t consider rehiring a top performer who resigned: 12percent.

  • I would consider rehiring a top performer who asked to berehired within three months of resigning: 35 percent.

  • I would consider rehiring a top performer who asked to berehired within six months of resigning: 21 percent.

  • I would consider rehiring a top performer no matter how muchtime had passed since their resignation: 33 percent.

Which hard skill is most difficult to find?

  • Security/critical infrastructure: 22 percent.

  • Project management: 21 percent.

  • Quality Assurance: 18 percent.

  • Programming: 13 percent.

  • Program/product management: 10 percent.

  • UX/UI: 4 percent.

Which soft skill is most difficult to find?

  • Team work/interpersonal skills: 31percent.

  • Communication skills: 26 percent.

  • Adaptability: 14 percent.

  • Problem solving: 14 percent.

  • Critical observation: 14 percent.

The full survey includes a breakdown of responses by job title,educational background, and tenure in the industry.

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Related: Cybersecurity, coding are high on employer wishlist

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Some of the differences of opinion are striking, such as salaryofferings, where 50 percent of company presidents say they favoroffering salaries of more than 15 percent over what one was making,compared to 14 percent of all respondents.

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Presidents were also far more in favor or rehiring a strayedemployee any time they asked to come back, with 59 percent of themsaying they’d do that, compared to 33 percent overall.

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Dan Cook

Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.