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  • Nail compensation with Insight Expert

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    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?

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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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  • What the Skills Gap DOESN’T Mean for STEM Jobs

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    Jessica Miller-Merrell, blogging4jobs

    The skills gap is a growing concern for employers across America and there is no better example than in science, technology, engineering and math (STEM) industries. Of more than 4000 companies PayScale surveyed, 67% report having a skills gap in 2013. Its effects are felt by companies that are constantly under pressure to develop advanced technologies, but it’s also felt by companies across every imaginable industry simply filling positions in IT and related departments. In fact, the Bureau of Labor Statistics estimates that there will be 8,654,000 jobs in STEM jobs in just five years, and that’s not even including self-employed professionals. Job creation is certainly a positive thing, but 42 percent of employers believe that employees will enter the workforce unprepared for STEM jobs.

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  • Benchmarking Batman

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    Laleh Hassibi, PayScale

    HR managers dream of coming across that perfect candidate – the one who has the ideal set of experience, skills, education and other factors that make them a perfect fit for the job. They also struggle with retaining top performing employees. Kind of like Batman if the position has the job title of Superhero. According to this infographic, Batman has some significant costs associated with his job. The estimated costs to do his job have increased from $10,253 in 1939, to $134,735,100 in 2013. That’s a big change. Assuming Batman's proficiency in his job has increased similarly, what kind of corresponding raise should you give him and how would you even begin to figure it out?

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  • 3 lessons on retention from the NFL, NBA, and MLB

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    Jessica Miller-Merrell, blogging4jobs

    We tend to throw around the word “team” a lot in the workplace. “She’s a valuable part of the team,” “Be a team player,” and “This is going to take a team effort.” are all phrases that we toss around like second nature. But for as much as managers view their employees as teams, they may not be doing a superb job coaching. We, as HR professionals, may not be the best team managers in the league, either.

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  • EMA Senior Care is getting smarter about comp with PayScale

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    Laleh Hassibi, PayScale

    EMA Senior Care a long-term care organization with approximately 850 employees. EMA is located exclusively in Maryland, with six locations across the state. PayScale interviewed Jim Donovan, Director of Total Rewards, to discover how PayScale Insight is helping them drive their business objectives.

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  • How to decrease employee turnover through gamification

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    Jessica Miller-Merrell, blogging4jobs

    Chances are, you’ve heard about gamification in the last couple years. Although it is a relatively new phenomenon for most businesses, it has become wildly popular as a way for companies to train employees. However, the reaches of gamification go far beyond just training employees and actually helps to reduce the issue of employee turnover.

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  • The Death of DOMA: What Does It Mean For HR?

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    Evan Rodd, PayScale

    2013 is shaping up to be a big year for healthcare benefits in the US, and Human Resources professionals are starting to ask: What do these changes mean for my company’s benefits program?

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  • Financial Pacific Leasing saves time and money with PayScale Insight

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    Laleh Hassibi, PayScale

    Financial Pacific Leasing is an equipment leasing company located just outside of Seattle in Federal Way, Washington. The company employs approximately 120 people. PayScale talked with Heather Bolek, Vice President of Human Resources, to learn more about how PayScale Insight helps their business.

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  • The Q2 2013 PayScale Index Signals a Continued Slow Recovery

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    Laleh Hassibi, PayScale

    The drop in wages during Q1 2013 was, seemingly, a bump in the road for U.S. businesses as we surmised last quarter. Q2 2013 saw wage growth in most measures. However, wage growth overall has slowed down and annual wage growth, while still positive, is not as explosive as previous quarters. Previously high-performing industries (e.g., Healthcare, Biotech, Oil & Gas Exploration, etc.) floundered at the middle and bottom of the list this quarter.

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  • Is Compensation at Your Company a Shot in the Dark?

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    Chris Schave, PayScale Account Executive

    Throughout my time at PayScale I have had discussions around compensation with hundreds and possibly even thousands of HR Professionals, Managers, and Executives. At this point, I’m not really surprised by a whole lot. Some companies have no compensation plan, structure, or strategy, while others have one, but it’s based on shifty compensation practices. There are actually some who are highly sophisticated and know exactly what they are doing and why they are doing it, but that’s not as common as the other two scenarios.

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  • How to Become a ‘Best Place to Work’

    Jessica Miller-Merrell, blogging4jobs

    If you're looking to become a ‘Best Place to Work,’ you've got some tough competition. Most companies will find it difficult to compete with Google's seven-acre sports complex, complete with horseshoe pits and roller hockey rink or The Boston Consulting Group's optional six-month delayed start for new consultants who would like to have $10,000 and time to do some non-profit work. Even still, your business can achieve the prestigious status by making a splash with some changes that are proportional to your business. We can't all be Google, but we can all be great.  

    Involve Management and Executives 

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  • 5 Ways to Improve Your Compensation Strategy

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    Tess C. Taylor, PHR

    Years ago, a college graduate had a long-term future and a pension plan with a single company to look forward to. Nowadays, however, the average life-span of a career is determined by the performance of the company. In uncertain times, working professionals are seeking compensation that’s outside of traditional salaries and retirement perks. They are looking for a compensation strategy that’s based on their individual contribution and competency.

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  • Managing Employee Pay with Ranges

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    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?

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  • Employing Teen Interns this Summer? What You Need to Know About FLSA

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    Tess C. Taylor, PHR

    Now that the summer months are underway, millions of American teens will be looking for jobs to save up for cars and earn college credits. That factor, coupled with President Obama’s Youth Jobs + campaign that encourages businesses to give young people a chance to learn through meaningful employment and on-the-job training programs, means there will be many teens available for seasonal and part time assignments. However, before you hang the “Help Wanted” sign up on your door, there has been a recent change to the Fair Labor Standards Act (FLSA) that you should know about.

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  • Creating Pay Transparency in the Workplace

    Compensation transparencyJessica Miller-Merrell, blogging4jobs

    When you hear the phrase “transparency in the workplace” what comes to mind? Does the infamous Open Door Policy come to mind? Or do you cringe at the idea of being more transparent? Transparency is one of those buzz words that are thrown around quite a bit in corporate America, but how many actually practice it? According to the Bureau of Labor Statistics the median number of years that wage and salary workers stay with an employer is 4.6. This number is up from a January 2010 statistics at 4.4 years. Being transparent in can make employees feel more satisfied and want to stay with you longer. 

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  • PayScale Insight Summer Edition 2013: New Employee Pay Report Makes Compensation Transparency Simple

    PayScale Insight Summer 2013 Edition

    Laleh Hassibi, PayScale

    How well do your employees understand your compensation plan and philosophy? Though talking about pay with employees is akin to talking about the birds and the bees with your kids, often uncomfortable for everyone involved, clearly communicating compensation to employees is worth the effort. When decisions about comp levels are systematic and communicated with employees, the organization’s expectations of its employees become clear. They will know how they will be rewarded and how to reach their personal career and financial goals. By sharing your expectations, you’re also giving your employees more control over their destiny, thereby raising satisfaction and retention.

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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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  • Are The PHR and SPHR Sugarcoating or Career Sweeteners? A Sneak Peek of New PayScale Research

    Laleh Hassibi, PayScale

    Next week at SHRM 2013, PayScale will release a report showing the impact of human resources certification on annual salaries and career progression. Entitled “The Value of PHR and SPHR Certifications:  Sugar Coating or Career Sweetener?”  This year’s study also compared salaries across positions, industries, geographic location, genders to get the complete picture of the impact of the PHR and SPHR certifications on HR careers. A sneak preview of the report's highlights are above.

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  • Kickball and SHRM13 FTW!

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    Tim Low, PayScale


    As many of us plan the annual trek to Chicago this weekend for SHRM to reconnect with colleagues and friends–and increasingly twitter friends, facebook friends, and linkedin friends–take a minute to consider helping the fine folks at Dice and Dovetail Software who are using the fun and excitment of SHRM 13 to raise money for kids who are hungry. They said their goal was $5,000 but I'm pretty sure they meant $50,000.

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