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

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    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.
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  • What Makes a Great Hiring Manager (part two of three)

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    Jessica Miller-Merrell, blogging4jobs

    In part one of this thee part series, "What Makes a Great Hiring Manager,"  I talked about all the different hats that a hiring manager needs to wear. Interviewer, recruiter, networker, relationship builder – the list goes on and on. What I didn’t mention in part one of What Makes a Good Hiring Manager is that the difficult part about wearing all these hats is that to be truly successfully, you need to wear them all exceptionally well.

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  • What Makes a Great Hiring Manager (Part one of three)

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    Jessica Miller-Merrell, blogging4jobs

    There are some moments that just stick with you. For me, one of those moments was when colleagues from other departments at the company I was working were discussing who had the worst job in the company. The overwhelming majority agreed that I took that title. They talked about how difficult it must be to anticipate staffing needs and constantly keep a pipeline of potential employees at the ready.

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  • 3 Considerations for Compensating Interns

    Jessica Miller-Merrell, blogging4jobs

    While each of us has probably interned for free at one point in our lives, we also all know how much it sucks. As an intern, you’re not only the low man on the totem pole, you’re probably also working your butt off trying to impress your boss and not getting paid to do it. So what gives with the unpaid internship gig?

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  • Michelle Obama Says to Hire a U.S. Veteran

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    Laleh Hassibi, PayScale

    U.S. First Lady Michelle Obama urged companies to hire more veterans last week. The unemployment rate of those who served in Iraq and Afghanistan is nearly two points higher than the national average, at 9.4 percent. While it’s admirable to hire veterans for emotional reasons, there’s another really good reason to hire a veteran — their skills.

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  • Win Top Tier Techies!

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    Evan Rodd, PayScale.com

    As many businesses gravitate towards a stronger software presence, the demand for tech-savvy employees is growing larger every day. 

    It can be challenging enough to secure customers, especially if software is an imperative aspect of your services. When that software needs some TLC, you want the best and brightest in the business. Top companies like Google and Apple offer the incentives and company culture that many techies gravitate towards. When you are trying to stay afloat in a competitive tech marketplace, what can you do to secure top tier techies?

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  • Create a Career Path to Retain Employees


    Header_LosingEmployeesby Erin Palmer

    How Creating a Career Development Plan Can Retain Employees

    A recent survey released by the Society for Human Resource Management (SHRM) and CareerJournal.com revealed that HR professionals and managers are gearing up for a mass exodus of employees they feel is inevitable when the job market begins to improve. When asked why they would look elsewhere for work, employees cited three main reasons: over 50% said they were looking for better compensation and benefits, 35% admitted they were dissatisfied with their current career path, and 32% said they needed a new experience with new challenges.

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  • The Right Reason to Hire Veterans

    Do Them and Your Business A Favor

    A former Army psychiatrist thinks companies often hire veterans for the wrong reasons, leading to bad results for both the businesses and the veterans. Dr. Harry Croft, co-author of Always Sit With My Back to The Wall and a former Army psychiatrist who has been working with veterans since 1973, argues that the best reason to hire veterans is for their skills.

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  • Tips for Entry-Level Recruiting

    Building an Entry-Level Talent Network

    By Brian Heifferon, AfterCollege

    Recruiting can be a thankless business. Recruiters know that the news headlines about historically high unemployment only tell a small part of the story. The fact is, it’s actually harder than ever to find highly qualified candidates in industries like high tech, engineering, accounting, science and healthcare. This shortage of in-demand talent is even more pronounced when you’re trying to identify top college students and recent graduates.

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  • Online Reputation Management

    Good vs. Bad: Online Reputation Management

    How robust is your company’s online reputation? Do your current or former employees publish positive or negative information about you? As an HR professional, in charge of bringing new employees on board, you must actively monitor and improve your online reputation if you want to snag the best talent and grow your business.

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  • How to Avoid EEOC Complaints in Hiring

    Employing The Right Way

    Many employers these days have countless ways they conduct the recruitment and hiring processes. And, I’m willing to bet many of those employers have forgotten that they are bound by Federal law on discriminatory practices, starting at the very beginning…recruitment. Discrimination is a very costly mistake that can bring an employer both financial penalties, as well as a poor public image. The following are some important things to remember when it comes to recruitment and hiring practices.

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  • Tips for Personnel Recruiters – Recent Grads

    Best Time to Recruit College Grads Is Right Now

    By Roberto Angulo

    If you’re looking for the best time to start your college recruitment and branding initiatives, the time is now. Employers often assume that after the winter holidays every student has resigned themselves to studying and focusing onlyh on school. This is not the case according to our observations here at AfterCollege.com, the largest website in the U.S. for students, recent grads and alumni looking for entry-level jobs and internships.

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  • Hiring Convicted Felons

    Jobs that Hire Convicted Felons

    In the current job market, even the most experienced and educated individuals may have some difficulty locating jobs despite their best efforts. No one experiences this more than a convicted felon coming out of prison for the first time after many years. A lot of potential employers that work with work release programs are considered “felon friendly” employers, but still often ask what kind of work can felons do? The short answer is - almost everything.

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  • Writing Creative Job Postings

    Put Your Job Postings to Work for You

    I am always telling people to think outside of the box when working through human resources issues. For some reason, we have gotten ourselves stuck in the box in several area, including job postings, which is no fun and not helpful to our organizations.

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  • Standard Employment Application Form

    The Case for Using a Standard Employment Application Form

    Do you have a standard employment application form that you require all candidates to fill out? If you do not, you should consider using one.

    Most employers use application forms to solicit information that may be missing from applicants’ resumes and to establish a single, uniform document for all job candidates or groups of candidates. Standardizing the type of hiring information gathered makes it easier to compare job candidates objectively and can help protect you from discrimination claims.
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