• The She-Suite: Attract More Female Executives to Your Company

    Twice as many men than women earn six figures, but less than half of all men report to a female boss – based on recent data found on the PayScale report Women at Work. If companies want to attract the top female executives, they should start by giving them an equal playing field.
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  • Get Onboarding Right for Better Employee Retention

    Employee Onboarding

    The competition for top talent continues to heat up as organizations fight for those who have highly sought after skills. In some industries where growth is the strongest, the search for candidates with the right stuff can take months. Yet, why is it that as quickly as companies secure their best employees, they jump ship?

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  • Conscious Compensation: The Key to Retaining Earnest, Sensitive Millennials

    Millennials CompensationJessica Miller-Merrell, blogging4jobs

    Millennials are the newest generation to enter the workforce. For many employers, they are still revered as unknown and unpredictable. They are scary and intimidating, different. Because employers don’t understand them, they have not quite fully come to understand how to effectively manage and retain them.

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  • PayScale Gender Report Reveals Female Software Engineers Get Paid 12% Less

    Hire Female Engineers HeaderHow can companies encourage hiring more female engineers and close the gender wage gap for good?

    Every employer says they want more female engineers, but the numbers tell a different story. If you were really wanting to recruit a certain demographic, wouldn’t you start by paying them fairly?

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  • Employee (Un)engagement: Unhappy employees are costing you billions

    Crystal Spraggins, SPHR

    70 percent of American workers are unhappy at work and it's costing businesses billions of dollars per year. Find out what a recent survey says about the cost of unhappy employees.

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  • The Secret Weapon to Winning the Talent War Begins with a "T"

    Jessica Miller-Merrell, blogging4jobs

    According to PayScale's 2015 Compensation Best Practices Report, the number one reason why people choose to leave companies is because they feel as though they are being paid unfairly. The key word here is "feel." While compensation is the number one reason people leave, a separate PayScale study reveals that only 45% of employees who believe they are being paid unfairly are actually underpaid.
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  • Retention, retention, retention: Employers focus on keeping staff in 2015

    Tessara Smith, PayScale

    For the third year in a row, PayScale’s 2015 Compensation Best Practices Report (CBPR), discovered that employee retention was a top concern among the majority of employers.

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  • Yes, people really do quit jobs for more money

    Crystal Spraggins, SPHR

    PayScale’s 2015 Compensation Best Practices Report (CBPR) noted two primary reasons people quit their jobs last year: personal reasons (family, marriage, health, school, etc.) and “seeking higher pay elsewhere.”

    A new baby, health challenges, a desire for more education, or a partner’s great new job across the country are all common catalysts for making a job change, it’s true. And generally speaking, that decision is completely unrelated to the employee’s work conditions (and therefore outside of the employer’s control).

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  • Why retaining employees is now even more important than retaining customers

    Jessica Miller-Merrell, blogging4jobs

    How do you retain customers? Common answers may include creating kickass products, having a strong brand, or having great data to help you beat the competition.

    But there’s another key to retaining customers and that’s by retaining your employees. Your employees are the framework on which all of your company’s success is built, which is why a company with low turnover is far more likely to be successful than one with high turnover.

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  • Will recent pay increases for minimum wage workers affect those in higher earning brackets?

    Co-written by Mykkah Herner, PayScale Comp Specialist and Tess C.Taylor, Founder of HR Knows

    Around the nation, large corporations are taking the minimum wage issue to heart by instituting salary increases for their most underpaid workers.

    Companies like McDonald’s, Wal-Mart, Target, and TJX, the parent company of TJ Maxx and Marshalls, have announced plans to raise wages by as much as $1 or more per hour, with more raises coming for the beginning of 2016. This is good news for the millions of entry-level and minimum wage workers who typically earn just above the poverty line in many U.S. states.
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  • Data, not drama: How to take the emotion out of employee pay conversations

    Crystal Spraggins, SPHR

    Unless you’re about to drop a load of cash on someone, money talks can be tense.

    What’s more, according to PayScale’s 2015 Compensation Best Practices Report  (CBPR), nearly a third of companies don’t regularly perform market and compensation analysis, and most (57.1 percent) don’t train managers to have tough conversations with employees about compensation. The end result? Too many managers have neither the data nor the skills to handle difficult conversations about money.

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  • 21 fresh employee engagement ideas

    When a workplace is filled with happy and engaged employees, the culture takes on a life of its own. It’s nearly impossible to not get caught up in the enthusiasm of these organizations. People are smiling, meetings promote real innovation, and everyone is focused on producing the best work while having fun.

    A culture this good doesn’t happen by accident. How do we get there?

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  • Gender pay discrimination: The $14.3 million cost of a shattered shame ceiling

    Jade Makana, Director of Content Marketing, B2B

    Charlize Theron got another $10 million. Lily Ledbetter got $3.3 million. And even Ellen Pao, who lost her gender discrimination case, still cost Kleiner Perkins a cool $1 million. (It remains to be seen if she’ll have to pay it back.)

    When it comes to men treating women badly, the last few years has erupted in a tidal wave of women breaking their silence and speaking out. From Bill Cosby to Big Eyes, the biopic of Margaret Keane, an artist who was awarded $4 million after proving her husband took authorship credit for her paintings, women are officially shattering the shame ceiling, and the cost is both unprecedented and stupendous.

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  • The low down on employee turnover

    Crystal Spraggins, SPHR

    According to PayScale’s 2015 Compensation Best Practices Reportthe top five reasons for turnover in 2014 were:
    1. Employees seeking higher compensation (20.8 percent)
    2. Personal reasons (20.6 percent)
    3. Employees seeking advancement elsewhere (17 percent)
    4. Termination due to poor performance (16 percent)
    5. Employees seeking different company culture/expectations (9 percent)

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  • Understanding and communicating the value of total rewards

    Jessica Miller-Merrell, blogging4jobs

    The first step toward understanding and communicating the value of total rewards is defining the term “total rewards.” Think of total rewards as all the tools available to the employer to attract, motivate, and retain employees. Total rewards include everything the employee perceives to be of value from the employment relation-ship. Smart employers use this “whole package” concept to attract and obtain new talent.

    In the current job market, workers have come to expect more from their potential employers than competitive wages. When considering a position, most employees will ponder the total rewards affiliated with the offer. Total rewards can comprise wages, time off, a flexible schedule, group benefits, work environment, work culture, and many other things. The considerations will differ by employee, because different employees want and value different things.
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  • It’s not a skills gap, it’s a skills challenge

    Crystal Spraggins, SPHR

    The height of the Great Recession brought talk of the skills gap front and center. As millions of job seekers took to the Internet to complain about boorish recruiters, clueless hiring managers, and broken hiring processes (including endless rounds of interviews), employers claimed they couldn’t find enough qualified workers to fill their job openings.

    Workers shot back that there were plenty of qualified candidates—employers were simply taking advantage of the slow economy to be overly demanding, ridiculously exclusive (no long-term unemployed or older workers need apply), and cheap. The term “purple squirrel” became a conversation staple.

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  • Show them the money: Economy surges, but employee wages slow

    Crystal Spraggins, SPHR

    By most reports, the U.S. Economy is in better shape than it’s been in a long while. Although employers only added 126,000 jobs in March (far below the 295,000 added in February), we’ve seen an average of 269,000 jobs per month over the past year, according to the Bureau of Labor Statistics (BLS).
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  • Want a better workplace? Detoxify!

    There’s nothing more insidious than a workplace that tolerates toxic attitudes and behaviors. If even one employee is allowed to speak ill about the company, clients, or coworkers, negativity can soon become the norm in the corporate culture. Over time, toxic people can bring down entire work teams and departments, derailing the company one nasty comment at a time.
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  • How bad is a bad reputation?

    Crystal Spraggins, SPHR

    When researchers at Corporate Responsibility Magazine asked 1,014 people in North America about the impact of a company’s reputation on their willingness to accept a job offer, they learned that reputation costs.

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  • PayScale Index shows wilting wages for STEM jobs

    header_Q1_2015_Index

    Jade Makana, Director of Content Marketing B2B

    Is the bloom off the STEM rose? According to the new PayScale Index, wages for previously hot performing STEM (science, technology, engineering, math) jobs grew just 1.0% annually, experiencing the lowest wage growth in any category. In fact, wages for STEM jobs have been relatively stagnant for months.

    So is it time to stop offering your engineer candidates’ top dollar? Not necessarily. This slow-down is more of a reflection of STEM’s hot streak growth in 2014, versus a testament to the decline of the industry. “After incredible growth, the industry is kind of taking a breather this quarter,” said Tim Low, PayScale Vice President of Marketing. In fact, even with this decline, these jobs are still near the top for wage growth since 2006 (approximately 10 percent), due to remarkable growth for several years.

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