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  • 5 For Friday: Ladies First

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    Evan Rodd, PayScale

    Now, more than ever, women are claiming their rightful place in the workforce. From HR to CEOs, the gender gap is rapidly decreasing, yet unequal salaries still remain. Why is this? Our weekly blog review examines how sisters are doing it for themselves.

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  • The Q4 2012 PayScale Index Shows Continued Wage Growth

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    Even with the uncertainty brought about by the federal government’s budgetary issues, Q4 2012 proved to be yet another strong quarter for wage growth. Wages for most cities, industries, job categories and company sizes tracked by The PayScale Index are the highest they’ve been since 2006 and every measure of The PayScale Index experienced an annual growth in wages.

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  • The Science of Compensation & Big Data is Sexy

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    Jessica Miller-Merrell, blogging4jobs

    Uncovering the History of the HR Algorithm

    The term HR algorithms was all the rage when Google announced it was turning to a mathematically sound and logical approach to analyze HR data. Google is renowned for blazing the trail of innovation, and if any company was going to crack the code of better understanding and even predicting employee trends and turnover, it was Google. The internet search engine giant announced it was inputting employee reviews, promotion histories and pay and other similar data into a mathematical algorithm in an effort to mitigate “brain drain,” the disengaged employee and turnover. That was May 2009. 

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  • An iPad mini For Your Thoughts?

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    Laleh Hassibi, payscale.com

    We want to gain a better understanding of what companies like yours are doing around salaries, compensation planning, the talent wars and even the changing world of work and technology. Each year, PayScale invites over 100,000 HR professionals and business leaders to participate in our Compensation Best Practices Survey to identify upcoming pay trends and help businesses stay ahead of the curve. This time around we're excited to have teamed up with Inc. Magazine to uncover important compensation trends for 2013.

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  • The Only Way to Survive the Zombie Apocalypse

    Zombies
    Evan Rodd, PayScale

    Halloween is over, and the end of 2012 draws closer. It seems the many doomsday predictions will never come to fruition, and hopefully, the possibility of a zombie apocalypse remains within the confines of a Romero Movie.

    HR professionals know a thing or two about zombies that lurch around the office, hungry for the next opportunity to take down moral and feast upon your customer relationships. Maybe you were desperate for new talent, and brought in new hires without careful evaluation? Maybe a zombie employee has bitten co-workers, infecting them with the same disease that now prevents a once vibrant employee from utilizing their full potential? Before you know it, your entire team has become the Evil Dead, and you are forced to barricade yourself in your office to avoid joining their ranks.

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  • They Blinded Me With Science – Data Science

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    by Laleh Hassibi, PayScale.com

    Historically, decisions about salary involved heavy binders full of data and some serious guesswork; HR professionals found the best data sources and comparison data points available and then made ad hoc adjustments to price the position in question. Today, compensation analysis should be a science, not an art. With PayScale’s union of fresh detailed data and clever statistical modeling in an easy to use software service, we're blinding the HR community with science! To understand how PayScale is rocking it, let’s take a look at the science of PayScale.

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  • So, I Benchmarked My Cat

    Mykkahs cat
    Mykkah Herner, MA, CCP, Compensation Consultant at PayScale.com

    Benchmarking is Serious Business

    The job of benchmarking positions is very serious business. I always want to make sure I get the best and most relevant information about every position in a client’s organization so I can make sure I’m making an apples-to-apples comparison with positions in the market. Such is my dedication to benchmarking that I found myself dreaming about benchmarking one job in particular… my cat’s position. Yes, in my now-recurring dream, my cat is in my face, meowing fervently as she expects (demands actually) accurate compensation, right away, for her position. 

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  • Small Business Wages are Climbing Fast!

    Small companies

    by Laleh Hassibi, PayScale.com

    For the first time since the inception of The PayScale Index, small business wages are growing faster than their medium and large-sized business counterparts. This little but important fact has many sitting up and taking notice. Business Insider published an article about this fact noting that, “historically large companies experienced larger pay increases, however over the last two quarters this has switched.”

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  • 500 New PayScale Customers!

    PayScale has 500 New Customers

    PayScale is growing fast! 500 corporations from across the globe made the decision to subscribe to PayScale's SaaS offerings so far in 2012. New customers in Q3 include Clemson University, Heartland Financial, Earthbound Farms, and Swift Transportation. They join many organizations, including, Adecco, Bloomberg BNA, Gulfstream Goodwill Industries, the Tribune Company and Perry Ellis who signed on with PayScale in the first half of the year.

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  • Do I mean percentage or percentile?

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    Mykkah Herner, MA, CCP

    Compensation Consultant at PayScale

    When benchmarking positions, it’s easy to get tongue-tied over the terms percentage and percentile. Percentiles are admittedly confusing. People generally understand that market pay breaks out at the 10th through 90th percentiles, but what does that even mean? And how can I use that information to manage employee pay? When are percentages valid when talking about employee pay? I often get these questions from my clients.  The answer is that we use both percentiles and percentages when developing and managing compensation plans.

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  • How Fast Are Salaries Growing in Your City?

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    Creating the right compensation plan depends on having current data. One of the key pieces of the compensation puzzle is the rate of wage growth in the local metropolitan area. The most recent release of The PayScale Index shows the rate at which wages grew from Q2 2011 to Q2 2012. The results show considerable variance among the top metros. Read on to learn which are leading and which are lagging.

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  • Gen Y on the Job

    by Laleh Hassibi, Sr. Manager Content Marketing, PayScale.com

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    A new snapshot of Gen Y workers by PayScale reveals quite a bit. We’ve all seen the movie Failure to Launch and know someone just like that—the slacker who is still living at home. But are they really slackers? Possibly, they’re just under-recognized achievers. PayScale's recent research shows the latter is much closer to the truth. Gen Y tends to be very ambitious and highly educated. In fact, almost 97% of them have at least an Associates degree. Gen Y individuals with MBAs outnumber those with no higher education. Not only that, they tend to focus on ambitious majors like Neuroscience, Bioengineering, Entrepreneurial Studies, Chinese and Sports Management. Slackers? Not exactly.

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  • 2012 Trends in Pay – U.S. Salary Growth

    Drill Down Deeper

    If you are creating compensation plans in the coming months, make sure you use the right data, advises Katie Bardaro, PayScale's lead economist. Looking at the wider economy, you hear news of sluggish hiring and persistent unemployment. If you just used that information, you could assume that the competition for talent is relatively light. For some companies that may be the case, but to make the best compensation decisions for you company, you need to drill deeper, according to Bardaro. The PayScale Index, which was recently updated, provides detailed data on the U.S. salary growth rate across the entire economy, but also at the metro, industry and job category level. Below are some of the details it reveals.

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  • Best and Worst Jobs for Wage Growth [infographic]

    Transportation and IT Climb Fastest In Q2

    Doing any hiring in the coming weeks or months? Making salary decisions will be easier if you have up to the minute information on the trajectory of wage growth in your industry. As we reported last week in "Wages Are Up...Everywhere," the Q2 2012 results from The PayScale Index, reveal that for the first time since 2009, wages are up in every industry and job category tracked by the Index.

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  • Best and Worst Cities for Wage Growth [infographic]

    Can you guess whether Seattle or San Francisco has had the best wage growth over the last six years? Or, how much Detroit's recent economic gains have improved wage levels there? PayScale's Q2 2012 results for The PayScale Index reveal the best and worst cities for wage growth since 2006.

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  • Wages Are Up... Everywhere

    We've witnessed the struggles, the ups and the downs, as wages from various industries and job families have tried to recover from the recession. Employers have wondered if it is time to hand out raises and how big to make them. Well, the signs of struggle have been decreasing in the last couple of years and in Q2 2012, they nearly disappeared altogether.

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  • In Comp Data, Fresh is Good, Stale is Bad

    MarketMatch Goes Farther

    By Tim Low, VP of Marketing, PayScale.com

    Today, PayScale releases an update to our MarketMatch algorithm. We do these regularly to provide our customers access to the latest and greatest information on the market and the state of compensation at any given moment. We don't believe in 15 month old surveys 'aged' and massaged into categories and slices that might not be relevant to your business today. We believe in real data from the recent past, like the past few days. So, while we don't always talk about changes to MarketMatch in great detail, today I thought it would be good to share with you some of the things that are new and fresh.

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  • The PayScale Index: Wages Finally Climb Back

    The Economy Really is Recovering

    By Tripp Ritter, PayScale

    PayScale’s data on the economy can get pretty specific. With tens of millions of data points on jobs, we often drill deep down to see what is happening in a particular industry or in a particular city. Other times, we take a look at the economy as a whole. When we want to look at what is happening in the economy at all levels, we turn to The PayScale Index.

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  • Are Traditional Compensation Surveys Right for Your Business?

    Age is Wonderful for Wine, but Deadly for Data.

    By Tripp Ritter, PayScale.com

    Many compensation data providers offer well-constructed data products based on reliable data. . .that just happens to be months old. PayScale believes this aged data is not what today's decision-makers need, which is why we came up with a more timely way to collect and organize compensation data.

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  • Do Not Talk Pay with Your Competitors

    Why It’s Dangerous to Pay Like “The Guy Across Town”

    By Melissa Quade, CCP, PayScale.com

    I hear this from my clients all the time:

    “I just want to know what MY COMPETITOR 1 and MY COMPETITOR 2 are paying, so I can pay 5% higher.”

    “Can you make sure that I only get data from ALL OF MY COMPETITORS in this report?”

    “Why can’t I see which companies pay what in this report?”

    The short answer is: collusion. It’s a big no-no.

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