• Be a Unicorn. What Your Compensation Package Says About Your Business

    Header_Unicorns_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    It can be impossible for Human Resource pros to see things from an objective standpoint when we are so connected to the people and processes of our organizations. However, it’s critical to take a step back once in a while to view things from the perspective of employees and future hires. Compensation plays a major role here. The 2015 PayScale Compensation Best Practices Report revealed that a quarter of employers, “reported the inability to offer a competitive wage as a barrier to finding good people, which might explain why a whopping 78 percent claim to be only “somewhat” or “not at all” satisfied with their compensation structures.”

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  • Managing Comp during High Growth Phases

    Header_HighGrowth_Main Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    When organizations get into high growth phase, everything starts moving faster. Recruiting speeds up. Finding people desks to sit in rapidly becomes an unsolvable puzzle.Making sure every incoming person has a set-up complete with computer becomes a greater challenge.All the moving pieces that are tough to keep up with on a good day suddenly run the risk of falling through the cracks. Compensation is another thing you have to get right as you scale quickly. So how can you make sure you’re getting the comp equivalent of the right set-up as you grow?

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  • It's Time to Pour Your COLA Down the Drain

    Header_COLA2_MainRita Patterson, Onboarding Manager, PayScale

    Cost of living adjustments, or COLA, have been common practice for a while now, however, only 21% percent of employers indicated that cost of living adjustments were their main reason for giving raises in 2015.
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  • Myth Buster: Talking About Pay Could Incite an Employee Riot

    Header_Myth3_Main

    PayScale


    If you aren’t talking with employees about pay, chances are they are talking to one another—creating their own story of your compensation philosophy. Not a good thing. PayScale surveyed more than 71,000 employees to study the relationship between pay and transparency.
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  • The Dark Side of Total Compensation Communication

    Header_DarkSide_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    The dark side of communicating total compensation doesn’t exist at all – only the resistance of change within organizations where there is no method of delivering this information. The 2015 PayScale Compensation Best Practices Report indicated that 57 percent of employers don’t give their employees a total rewards statement, which means many employees are clueless when it comes to understanding the total value of the benefits and compensation offered to them. It’s not surprising that employees often have the misconception that they are underpaid, unappreciated, and that the competition has something better to offer—like Luke Skywalker being tempted by his father, Darth Vader, to join the dark force.

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  • Myth Buster: The Truth About the Gender Wage Gap

    Header_Myth_Twitter

    PayScale

    Myth debunked! While a pay gap does exist, it is smaller than most people think. For women and men in identical roles, the pay gap is 2.7%. This myth originates from the fact that when all women’s jobs are compared to all men’s jobs, the pay gap widens to 74 cents on the dollar, aka 26%, but that is because more women work in lower-paying fields. Moral of the story? Forget the pay gap and focus on this jobs gap—bring more women into leadership roles and high-paying fields!

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  • Why Increasing Pay Isn’t Always the Answer

    Header_Talking_Comp_MainSonnet Lauberth, PayScale Compensation Professional

    In my time as a Compensation Professional at PayScale, I’ve helped more than 75 organizations develop a compensation strategy to suit their needs and spoke with hundreds of companies about the challenges they face regarding compensation. Time and time again, the top two challenges I hear are that they don’t have a compensation structure in place and/or they have employees who feel they are underpaid.
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  • It’s 2016. Why is the C-Suite Still Stiletto Siberia?

    header_main_CSuiteJade Makana, Director of Content Marketing, B2B

    Probably, you’ve heard that women make 26% less pay compared to men. What you may not know is that this is largely because men hold the vast majority of high-paying positions (executive and C-Suite), not because women make 26% less than men for the same work. In other words, it’s not just a pay gap, it’s a power gap.
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  • I’ll Be There for You: What “Friends” Taught Us About Salary Negotiations

    Header_Friends_MainJoleen Oerman, B2B Content Marketing Specialist, PayScale

    We’ve ‘been on a break’ from the popular television show Friends for eleven years, but the cast’s high salary and equal pay for equal work demand is relevant today. When our favorite friends walked out of Central Perk and into the network’s offices in 2002, their demand for higher pay for all was as unheard of as moving from New York to Yemen. The demand turned heads in the entertainment industry. The unswayable six, huddled together as they did before every show and played hardball with the network. They were irreplaceable, so their demand was undeniable.

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  • PayScale Tools for Today's Comp Pro! Compensation Glossary: Part 2 of 4

    Header_Comp101_Main Jenni Marquez, CCP, PayScale Compensation Professional

    PayScale’s Comp Glossary returns! Consider the comp pros at PayScale to be an extension of your team! We’ve compiled a list of fundamental compensation terms and why they’re important to know. Think of it as your comp cheat sheet – jargon you need to put you on the fast track to becoming that cool comp kid we know you can be! In Part One, we brought you Comp 101. Today, let’s step it up a bit. But don’t worry, we’re not conjugating verbs quite yet. Today’s lesson: Market Pricing.
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  • What’s the Difference Between Pay Equity and Equitable Pay?

    Jessica Miller-Merrell, blogging4jobs

    Salary is a touchy subject, and it’s something that everyone - from the average employee to the well-known executive to celebrities - is curious about and treading lightly around. For those in the workforce helping to set salaries, keep employees happy and avoid lawsuits, it’s even more confusing and sensitive. Add to the mix the fact that the terms pay equity and equitable pay are thrown around in many different combinations and ways that are sometimes incorrect, often confusing and many times not helpful and you’ve got one big question mark on your hands. Today, we’ll set the record straight on what pay equity and equitable pay mean, how they relate to each other and how they’re different.

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  • HR Video: The Great Salary Transparency Debate

    header_AskCompProVideoSeriesGot comp? Check out the latest video in PayScale’s new series, Ask a Comp Pro! 
    This new educational video series answers all your most burning compensation questions, for newbies and seasoned veterans alike. Today’s topic: Winning the battle for pay transparency in the workplace. Watch now!
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  • How to Negotiate a Compensation Package for a New Hire

    BlogHeader7_29Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Hiring great people starts with offering them a competitive work culture and compensation package. PayScale’s 2015 Compensation Best Practices Report revealed that a top concern for companies is attracting and retaining the best talent. However, the way any human resource manager handles compensation negotiations must be carefully balanced with other factors.

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  • Building Salary Ranges for Beginners, Part 2

    BlogHeader8-5-v2By Jenni Marquez, CCP, PayScale Compensation Professional

    In our never-ending quest to keep human resource and compensation managers informed and educated about compensation best practices, here is our second part in our two-part series on Building Salary Ranges for Beginners. Enjoy!

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  • Building Salary Ranges for Beginners, Part 1

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    By Jenni Marquez, CCP, PayScale Compensation Professional

    “What’s the typical salary range for an administrative assistant?” Talk about a loaded question! Here at PayScale, we work with a lot of companies who are trying to determine typical salary ranges for their jobs. What are the signs that your organization needs a salary range overhaul?

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  • Bonuses Remain the Top Priority for Raising Compensation

    BlogHeader7_27Tess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    Recently, I wrote about the sluggish state of the US economy and its impact on wages for the third quarter of 2015. But, I neglected to mention one thing. While companies may not be raising salaries as progressively as desired, they are turning to other means to increase the compensation for their most-deserving employees by offering bonuses.
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  • Bad Blood: Taylor Swift and Apple’s Compensation Controversy

    By Tim Low, Vice President of Marketing at PayScale

    Apple wanted Taylor Swift (and other influential musicians) on board with their new streaming music service, Apple Music. Taylor wanted to get paid.

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  • PayScale Gender Report Reveals Female Software Engineers Get Paid 12% Less

    Hire Female Engineers HeaderHow can companies encourage hiring more female engineers and close the gender wage gap for good?

    Every employer says they want more female engineers, but the numbers tell a different story. If you were really wanting to recruit a certain demographic, wouldn’t you start by paying them fairly?

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  • Will recent pay increases for minimum wage workers affect those in higher earning brackets?

    Co-written by Mykkah Herner, PayScale Comp Specialist and Tess C.Taylor, Founder of HR Knows

    Around the nation, large corporations are taking the minimum wage issue to heart by instituting salary increases for their most underpaid workers.

    Companies like McDonald’s, Wal-Mart, Target, and TJX, the parent company of TJ Maxx and Marshalls, have announced plans to raise wages by as much as $1 or more per hour, with more raises coming for the beginning of 2016. This is good news for the millions of entry-level and minimum wage workers who typically earn just above the poverty line in many U.S. states.
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  • Gender pay discrimination: The $14.3 million cost of a shattered shame ceiling

    Jade Makana, Director of Content Marketing, B2B

    Charlize Theron got another $10 million. Lily Ledbetter got $3.3 million. And even Ellen Pao, who lost her gender discrimination case, still cost Kleiner Perkins a cool $1 million. (It remains to be seen if she’ll have to pay it back.)

    When it comes to men treating women badly, the last few years has erupted in a tidal wave of women breaking their silence and speaking out. From Bill Cosby to Big Eyes, the biopic of Margaret Keane, an artist who was awarded $4 million after proving her husband took authorship credit for her paintings, women are officially shattering the shame ceiling, and the cost is both unprecedented and stupendous.

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