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  • 5 things you should know before engaging a recruiter

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    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

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    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

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    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

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    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?

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    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

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    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

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    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

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    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?

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    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

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    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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  • The skills gap starts in high school

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    Jessica Miller-Merrell, blogging4jobs

    There’s no denying that the skills gap is a growing concern for employers, but there may be some dispute as to when it begins. Common misconceptions could be that the skills gap occurs during the college years, as students aren’t equipped with the necessary experience to enter the workforce qualified to do a job. Some may also think it begins as workers gain more years of experience but fail to maintain their knowledge of current technologies, processes or industry knowledge. However, the skills gap actually begins in high school, far before a worker even declares a major or takes on their first full time job.

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  • Using online education to close the skills gap

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    Jessica Miller-Merrell, blogging4jobs

    Nearly every company in every industry has been challenged by a skills gap in their workplace. Whether it’s a significant gap, such as the inability to fill demanding positions, or more minor, such as the need for an employee to become more skilled in creating spreadsheets, the skills gap can be felt nearly anywhere there are employees. Companies use a wide variety of resources to close the skills gap, from external recruiting, to internal training and mentorship programs, but there’s another resource that isn’t often used but is highly valuable: online education.

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  • 5 Myths of the Skills Gap

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    Jessica Miller-Merrell, blogging4jobs

    The skills gap is reported as being a top concern for employers, but there may be more there than meets the eye. While nearly half of all employers report having a difficult time hiring employees to fill positions, many don’t discuss the hidden reasons behind the difficulty of hiring. The skills gap is real and it certainly exists, but there tend to be a lot of myths surrounding it. Here, we break some of those myths down and talk about what the skills gap really is and isn’t.

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  • Now featuring: hybrid jobs and market trends reporting

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    Laleh Hassibi, PayScale

    We've been talking about purple squirrels a lot lately at PayScale but what if your organization has a Squirrelcorn – a totally unique job that is the hybrid of two different jobs? How would you price that job? Or what about the situation where some of your jobs are moving faster (or slower) than the general market? Are you able to stay on top of those jobs to ensure you're keeping up with the market and paying employees the right amount? Two new exciting features of PayScale's software can help you with these situations.

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  • Three tips for turning an entry-level employee into a long-term team member

    Reducing intern turnover
    Jessica Miller-Merrell, blogging4jobs

    For many companies, it’s the time of year when recent grads and summer interns turn into full-time employees. Bright and shiny, with the new business card holder they got for graduation, they’re now a part of your team. While you’ve probably seen plenty of new entry-level employees come and go over the years, you could play a part in retaining these new team members.

    An entry-level employee may be new to your company, buy they still provide value on a day-to-day basis. In fact, replacing even an entry-level employee can cost anywhere from 30 to 50 percent of their salary and retaining them can help to decrease your company’s turnover over time. So how can you increase the commitment level of this group of employees? Take a look at these three tips:

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  • Catching a Purple Squirrel in 3 Easy Steps

    Laleh Hassibi, PayScale

    Take the PayScale Challenge!
    Are you searching for a purple squirrel – you know, that elusive candidate who has all the qualifications and experience your job position requires? Or maybe you just lost a valuable employee to a competitor.  If you’re like most organizations, you spend between 30% and 50% of revenues – totaling millions of dollars a quarter – on compensation. Getting compensation right not only means having control over the bottom line, but getting and keeping star employees.

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  • Has Google Stumbled Upon the Future of Candidate Screening?

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    Evan Rodd, PayScale

    Let’s face it – we are living in a mobile world where convenience and speed tend to dictate most of our decision-making. There seems to be an app for, well, almost everything, and that doesn’t seem to be changing any time soon. Not only do we have multiple apps for calling car services, or recognizing music, we have a variety of different platforms that allow us to access apps (and the information contained within) at almost any moment.

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  • Skills gap: a growing concern for employers

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    Jessica Miller-Merrell, blogging4jobs

    Last year, companies spent 12 percent more on training employees than in recent years. This can certainly be taken as a good sign, showing that companies are investing in their workforce and that the improving economy is allowing them the funds to do so, but it also speaks to the growing concern of the skills gap in America.

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