• Managing employee relocation

    Managing relocation image

    Jessica Miller-Merrell, blogging4jobs

    One of the most important aspects of hiring employees who don’t necessarily live near your company’s headquarters is managing their relocation package and compensation. Offering a salary across the board without factoring a cost of living increase will making hiring the best talent unattainable and could prevent your company from growing. Companies who decide to keep this process internally have a lot to learn about cost of living increases and proper relocation assistance.

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  • Is unlimited PTO too good to be true?

    header_UnlimitedPTO

    Tessara Smith,  PayScale

    It’s no secret that vacations are vital to the sanity of every full-time employee, but what happens when all of their allotted break time is being sucked up by sick days and family emergencies? Instead of planning their getaways to Disneyland or the Caribbean, employees are instead forfeiting dreams of relaxation in the name of taking their kid to the doctor’s office. There is no denying that it is important for workers not to skimp on time spent in the office, but most agree that it is unfair to have to surrender what would be mental health days in order to complete mundane tasks. Studies show that workers are more productive when they take vacations, and many companies are beginning to come to the realization that a strict PTO policy may not be the way to go in terms of supporting a healthy work environment. 

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  • Let's talk about pay: 5 ways to talk salary in an interview

    Let's talk pay image

    Perhaps no other topic is as awkward as the one that’s pressing on the minds of both people sitting at the interview table. What are we referring to here? We’re talking about the big, bad salary conversation. Bringing up compensation in an interview is enough to make a lot of people nervous.  

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  • The pros and cons of using social media for candidate screening

    Pros and cons of social media screening image

    Crystal Spraggins, SPHR

    With all the information that’s “out there” on your potential new hire, it’s tempting to do a little snooping. After all, a new hire is a risk. Taking steps to mitigate that risk just makes good sense, right?  

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  • How to recognize top talent

    Recognize top talent

    Crystal Spraggins, SPHR

    Every employer wants top talent, right? Top talent gets stuff done and without a lot of fanfare. Top talent is creative, flexible, and reliant. Top talent consistently delights. Who wouldn’t want that?

    Now here’s another question. Would you (or your representative) be able to identify top talent during a job interview?

    A 2012 survey by Leadership IQ, a research and management consulting firm, found that nearly 46 percent of all new hires fail within the first 18 months of accepting the new job. Forty-six percent.

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  • Social media recruitment 101

    header_SocialMediaRecruiting

    Tessara Smith, PayScale

    We live in a world plagued with technology. Everywhere you go people are staring down at their smartphones with such a fixed focus that you would think they were expecting a call telling them they had just won the lottery. Even in a professional office environment, it is borderline impossible avoid being bombarded with Facebook, Tumblr, Twitter, Pinterest, etc. Lately, technology has gotten a bad rap for inhibiting the quality of personal interactions however; there is a major upside to our digitally oriented society that is being greatly underutilized. Recruiting.

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  • First impressions: how to hire the right people

    header_HireRightEmployees

    Tessara Smith,  PayScale

    They say you never get a second chance to make a first impression. If candidates blow a major interview and somehow manage to still get hired for a position then the company is either A) desperate or B) knows that they have a track record of proven success. If they are lucky enough to be able to kick down the door to great jobs based on experience alone, kudos to them. For the rest of the candidates out there, making a great first impression will determine their fate not only in regards to getting the job but also the attitude the employer will have towards them throughout their tenure at the company.

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  • 5 Tips for closing the skills gap

    header_CloseSkillsGap

    Crystal Spraggins, SPHR

    PayScale’s 2014 Best Compensation Practices Report revealed that employers are still very much concerned about the skills gap.

    According to the survey, which culled responses from 5,000 executives and HR professionals, nearly 50 percent of companies are having trouble filling positions with skilled labor.

    While not everyone agrees that a skills gap exists (or at least exists to the degree publicized in some media outlets), most do agree that something in the job market is awry when employers are complaining about not being able to find qualified workers even as job seekers complain they are qualified yet still unable to find stable, full-time employment.

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  • 5 things you should know before engaging a recruiter

    header_BeforeYouMeetRecruiter

    Crystal Spraggins, SPHR

    No matter how much of an employers' market it may be, at some point, most employers will opt to use the services of a recruiter.

    A good recruiter can save time (and therefore money) and help you source applicants you wouldn’t have found on your own. An excellent recruiter can even bring clarity where confusion existed by say, helping you think through the job that needs doing and who’s best to do it. 

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  • Have a new hire? How to guarantee the least amount of loyalty in no time flat

    header_NewHireLoyalty

    Crystal Spraggins, SPHR

    With all that’s been written about the importance of employee engagement, you’d think our workplaces would be brimming over with programs, policies, and procedures to entice employees to stay put forever and a day while doing their best work ever.

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  • 3 ways to use workforce analytics to forecast your next hire

    header_Forecast

    Jessica Miller-Merrell, blogging4jobs 

    Forecasting your organization’s hiring needs is one of the most difficult things to do. To really have a good idea of your hiring forecast, you’d have to have an incredible sense of your workforce’s attitudes, expectations, workloads and even personal lives. In fact, it would require almost daily follow up to keep a constant read on the situation. This is just one of the reasons that it’s difficult to anticipate which business areas will have positions to fill and when. However, there is a way to proactively gauge hiring needs without all but asking employees when they plan to quit. The answer lies within your workforce analytics.

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  • Botox or die: ageism in the workplace

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    Apparently, it’s the survival of the youngest in Silicon Valley. According to a recent New Republic article, by writer Noam Scheiber, that details the desperate measures that professionals in their early 40s are doing to stay employable, these efforts that include getting regular Botox injections and hitting the gym for hours a day to stay youthful are on the rise. No longer are seasoned employees looked at as valuable to the success of the technology firms they work for. Instead, a growing disdain for anyone born before the 1980s has reared its ugly head.

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  • 5 truths about pay your employees don’t want you to know

    header_5TruthsAboutPay

    Crystal Spraggins, SPHR 

    Quick—what’s the one topic many job seekers are advised to avoid during the interview process?

    You guessed it. Money. When job seekers are focused on money during the interview stage, it shows a lack of real interest and commitment to the work—or so the thinking goes.

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  • Skills or Pedigree… Which should you hire?

    header_skillpedegree

    Evan Rodd, PayScale

    According to PayScale’s 2014 Compensation Best Practices Report, hiring and talent retention are hot topics this year for companies of all shapes and sizes. In an effort to balance compensation budgets and navigate the widening skills gap, hiring managers, recruiters and company leaders are starting to reevaluate the criteria many have traditionally relied on.

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  • 5 Myths about hiring you should forget today

    header_MythsAboutHiring

    Crystal Spraggins

    PayScale’s 2014 Compensation Best Practices Report noted that 50% of companies are having a difficult time filling skilled positions.

    The finding was not too surprising given all we’ve heard about the skills gap in the last few years. However, the difficulty in finding suitable employees can’t be attributed solely to job seekers and their qualifications, or lack thereof. I’ve spoken with enough hiring managers to know that many are woefully under-skilled when it comes to interviewing—not that it’s all their fault. The interviewing process is not immune to myths, and some of these can get in the way of a company recognizing talent, even when it’s staring the company in the face. 

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  • 7 tips for hiring and retention of top performing employees

    header_HireRetentionGoodEmployee

    It’s a fact. Each year businesses face too late what happens when employee morale drops and the best begin to leave for greener pastures. This most often occurs when the leadership team forgets that there is a fine line between recruiting and retaining high performance candidates. It’s a sad state of affairs that is completely preventable, with the right efforts and planning.

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  • Hiring employees on a $0 budget

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    Jessica Miller-Merrell, blogging4jobs

    One of the hardest things to overcome when you’re attempting to hire employees is doing so with no budget. For many small and non-profit organizations, it’s a reality that there’s no money to dedicate to recruiting. Whether it’s because there just isn’t enough to go around or because you’re only responsible for hiring for a few positions and money is allocated to larger scale hiring, many of us are faced with doing the impossible: hiring employees on a $0 budget.

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  • Workplace privacy in the age of social transparency

    header_PrivacyInSocialAge

    Evan Rodd, PayScale

    If you’ve ever hired someone, chances are you’ve been tempted to run a quick Google search, or comb social media for additional information. This can be a good way to evaluate talent, and provide insight into a potential hire’s professional demeanor. While helpful, this new era of decreased privacy can be daunting for employees and employers alike – we want to present a professional image, and we want to hire people who present such an image. By the same token, we want to avoid that creepy feeling that comes from excessive snooping, worried that our search for misconduct could become a self-fulfilling prophecy. In an age where almost every aspect of our lives is willingly documented by social media (if not, the potential is there), how do we exercise our right to free speech and self-expression while still maintaining a sense of professionalism?

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  • Why Can’t I Find Any Good People?

    header_FindPerfectEmployee

    Crystal Spraggins, SPHR

    It’s amazing.

    The Department of Labor reports a current unemployment rate of 7.3% (and some say the percent is really closer to double digits, once you factor in people who’ve simply stopped looking for work), but still employers can be heard all day long talking about how they can’t fill jobs.

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  • The rise of social media recruiting

    header_SocialRecruiting

    Evan Rodd, PayScale

    We hear a lot about the various ways social media blunders can cost you a job, but that doesn’t mean you should keep your Tweets completely private. On the contrary, many organizations rely on social media to help them find qualified job seekers who may not even be away of available positions. As long as your social media presence is thoughtful and well curated, you could actually increase your chances of landing a job.

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