• How to Negotiate a Compensation Package for a New Hire

    Tess 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.

  •  
  • Building Salary Ranges for Beginners, Part 2

    By 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!

  •  
  • Building Salary Ranges for Beginners, Part 1

    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?

  •  
  • Bonuses Remain the Top Priority for Raising Compensation

    Tess 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.
  •  
  • Align Your Compensation Strategy with Business Priorities

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

    At the intersection of business objectives and recruitment is a strong compensation strategy. It’s what makes an organization stand out among the competition. But, how can you peer into the future and determine the best course of action when these goals keep changing?

  •  
  • 5 Steps to Creating a Merit Matrix

    By Jenni Marquez, CCP, PayScale Compensation Professional

    Most companies today are actively working to develop a pay-for-performance culture. As an HR Professional, how can you position yourself as a strategic partner to your executive team and help them achieve this goal? One way is through use of a merit matrix.
  •  
  • HR Professionals: Want a Raise? Start Setting Pay (Or these 5 Other Things)

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

    It’s an often overlooked fact: human resource managers who set the salaries for their people are more apt to be compensated better themselves. Just having this responsibility creates the ideal environment for fighting for the best wages in HR. Some HR professionals may already realize this; others are just starting to wake up to this.
  •  
  • HR Video: Building a Pay Grade Structure


    Got 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: Building a pay grade structure – even if you’ve never done this before! Watch now!
  •  
  • Read THIS before advertising pay ranges

    Jessica Miller-Merrell, blogging4jobs

    There are numerous factors that contribute to what pay ranges to advertise in a job posting and subsequently many more factors to consider before you offer a qualified candidate the position.

    Many companies use broad pay ranges in jobs advertisements, giving them maximum flexibility depending on candidate selection. Still, in our ever-changing market, it’s hard to know if the expectations you’re setting are on point.

  •  
  • Asking about candidate salary expectations during the interview: A good idea or a bad one?

    Crystal Spraggins, SPHR

    PayScale’s salary negotiation guide is targeted to job seekers, but I think many of the articles offer excellent insight for employers, too.

  •  
  • #1 goal this year: get pay raises right!

    Get raises right image

    There’s a vicious cycle that happens in organizations across the globe. Each year, employees eagerly anticipate getting their performance reviews completed so that they can start benefitting from a much-deserved pay raise. But when the results come in, they are left wondering why they are being handed such a pathetic salary increase? It's enough to make a good employee walk out the door. Sadly, many do just that.

  •  
  • Q and A from PayScale webinar series: Compensation Budgeting

    header_BudgetQ&A

    Mykkah Herner, M.A., CCP, PayScale

    PayScale recently hosted a three-part webinar series all about Compensation Budgeting, presented by yours truly. Part one was all about managing pay inequities. Part two taught attendees all about raises, and part three showed how to pull it all together using PayScale Insight. If you missed any of the webinars, you are welcome to view the recordings. Since this is a topic of interest to so many of our Compensation Today readers, we're posting my answers to many of the questions received after the webinars here. Enjoy!

  •  
  • 23 answers about compensation analytics and the ROI of turnover

    header_ROI_Turnover

    Mykkah Herner, M.A., CCP, PayScale

    PayScale recently hosted a wildly popular webinar entitled Compensation Analytics: The ROI of Turnover, presented by me, Mykkah Herner. If you missed the webinar, you are welcome to view the slides from the presentation. Since this is a topic of interest to so many of our Compensation Today readers, we're posting my answers to many of the questions received after this webinar here.

  •  
  • Nail compensation with Insight Expert

    header_InsightExpert

    Laleh Hassibi, PayScale

    PayScale is well known in the job seeker world as the place to go to find out what they should be paid. Many businesses also know PayScale for our fresh, detailed compensation dataset and our MarketRate product that gives market-based job reports. But did you know about that we also offer a software product called Insight Expert that can help you manage compensation for your entire workforce?

  •  
  • Managing Employee Pay with Ranges

    header_PayRanges

    Mykkah Herner, MA, CCP; Manager of Consulting Services at PayScale

    I spend quite a bit of time working with people to develop appropriate structure for their organizations. How many grades should they have? How wide should the ranges be? How can I make sure my ranges are aligned to the market? I’ve written before about pricing based on the job vs pricing based on the employee, which is a very strategic step forward for the organization. The question is, once you build your ranges around the market, how do you determine where to place your employees within range?

  •  
  • The Top 5 Paid Blue Collar Jobs in America

    header_bluecollarjobs

    Tess C.Taylor, PHR

    Many people are looking for a way out of their white collar careers that are stressing then out or not giving them the satisfaction they expected. A Brookings Institution study released this week indicates that (science, technology, engineering, and math), so called STEM skills, are rapidly increasing in demand by employers. As of 2011, STEM skills account for 20 percent of the workforce, with some 26 million jobs meeting this category–twice as many since the Industrial Revolution.

  •  
  • Attracting Top Talent with Salary Benchmarking - Why It's Crucial to Your Business

    header_attracttoptalent

    Tess C. Taylor, PHR

    Despite the abundance of candidates on the job market today, hiring managers may still find it challenging to consistently attract high potential candidates. These are the elusive candidates who have outstanding credentials, stable work histories, and a drive and determination that far exceeds that of their peers.
  •  
  • Support Your Managers in Making Better Compensation Decisions

    Sean Conrad, Halogen Software

    What’s wrong with this scenario?

    “Hey, everyone, here’s a pay increase just for showing up at work. Oh, and another thing — everyone gets the same amount.”

    Admittedly, it’s not all that fair but it sure is easy. Unfortunately that easy route can also lead to bad feelings, diminished morale and lower productivity in the workplace. i.e., why should I go the extra mile if she does the minimum and received the same pay raise as me?  The downstream effects can be even worse, including loss of your top performers as they seek greener (and fairer) pastures elsewhere.

  •  
  • Pricing to the Employee vs. Pricing to the Job

    Blog_header_PricingJobandPerson
    Mykkah Herner, MA, CCP, PayScale

    As an employee, I’m often concerned with my own value and therefore worth to the organization. As a manager, I was often trying to determine the value of each job to the organization. Now as a comp professional, I focus on a little bit of both: the value of the job itself, but also the value of the employee to the organization.

  •  
  • The Right Way to Give Pay Raises

    Raise header

    Stacey Carroll, PayScale.com

    Last week, PayScale presented a well-attended webinar entitled, “The Right Way to Give Pay Raises.” This time of year, we hear from many of our customers that they have a raise budget for next year, but need help understanding how to best allocate the funds. The overall budget for pay increases seems to be between three and four percent for most companies this year. At the same time, research suggests that to truly drive behavioral change the reward has to be significant (upwards of seven percent). So, how do you motivate your talented employees to stay and perform at their best with only a four percent raise to give? The best solution is to use a Merit Matrix to differentiate raises based on three factors: market changes, proficiency, and performance.

  •  



SEARCH
GET PAYSCALE NEWS
Sign up for the latest tips and tricks in compensation from PayScale.
Sign up for PayScale News
Career News
SOCIALIZE WITH US
CATEGORIES