• How to Identify an Unhappy Employee Before They Quit

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    Jessica Miller-Merrell, blogging4jobs

    Having an unhappy employee can be hard on your business. From the moment they first become disengaged, to time off for interviews, to them actually quitting altogether, you’ll feel its effects. Even in the best of circumstances, unhappy employees are bad for business. But before you start making a mental list, remember that unhappy employees aren’t bad employees, they’re probably just not satisfied with some aspect of the job.

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  • 3 barriers to successful pay-for-performance implementation

    Pay for performanceLaleh Hassibi, PayScale

    Today most organizations are either moving toward a pay-for-performance compensation strategy, or at least discussing it. Correlating pay with performance has proven to improve employee retention in many companies, but even so, some detractors of performance-related pay models will tell you that more have been attempted and failed than succeeded. 

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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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  • “Play-or-pay” delay: what employers need to know

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    Evan Rodd, PayScale

    Following a recent announcement by the Treasury Department, employers have been provided another year (until 2015) before penalties under the employer “play-or-pay” mandate are addressed. Additionally, the mandatory employer and insurer reporting requirements have also been delayed. Under the mandate, organizations with 50 or more full-time (those that work 30 or more hours a week) employees are required to minimum essential coverage.

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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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  • What makes employees happy?

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    Laleh Hassibi, PayScale

    Most business leaders spent a lot of time worrying about whether or not their employees are going to stick around, dreading the expense of turnover. One big decision factor in an employee's mind is simply whether or not they are happy in their job. 

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  • Say Goodbye to These 4 Causes of Turnover

    Employee TurnoverJessica Miller-Merrell, blogging4jobs

    I remember those days when it seemed it would have been easier to hang the moon and write my CEO’s name in the sky with stars than to fill every position I needed with the right people. Turnover has always been a struggle for HR professionals, but it’s an increasingly overwhelming aspect of managing staffing needs. An employee who departs can leave a big dent in your business. From the increased workload of others to the hours and money spent on filling the position, its effects can be felt far beyond their now-empty office.

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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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