For recruits further down the food-chain though, where the salary band makes it harder to make ends meet, bumping up the pay packet is a must.

McManus said: "It's far simpler for more junior team members: the primary concern is more likely to be the salary and rewards as it's unlikely for the job satisfaction to be a strong enough factor. The financial pressures for this group of people is undoubtedly higher at the moment."

Ross agreed, saying that IT staff are feel they have to change jobs just to stay at the current standard of living. He said: "Interviewees have openly stated that they have to change jobs as they need more money 'to survive', particularly when working in London as travel and living costs have increased exponentially and their current employers have by and large implemented an indefinite pay freeze, which leaves staff very little option but to move to increase their earnings, even by as little as 3to 6 per cent and with often better benefits, this can make a significant difference, particularly to those on lower incomes."

McManus is positive that a high-profile company still has more to attract talented staff than just pay. Varied and extra-ordinary experiences can go some way in offsetting expectations of an increase in pay.

He said: "I also find that because of the nature of the NEC, such as live events with many high profile acts, we attract people on that rather than the financial rewards - I suspect we're lucky in that respect."