• The Free Trap: Why Free Data Isn't All It's Cracked Up To Be

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    Kari Van Hoof, CCP, PayScale Compensation Professional

    The internet is a great and wondrous thing, where with just a few key word searches, you can find anything and everything, including pay data. But is typing “software engineer salary” into your search engine and then using the information you find really the best way to figure out what to pay for your jobs? Here are five questions to consider if you’re thinking about using free salary data to make pay decisions.

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  • How to Hire Cupid

    Header_Cupid_Main Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    With Valentine’s Day rapidly approaching, the mayor of Panama City, Florida is still plagued by bad press. Ever since the publication of the Huffington Post article that singled out Panama City, Florida as the #1 city in America where marriages go to die, the Mayor is still losing sleep. He decided he wanted to hire on Cupid for a full-time gig. With little idea of how to go about luring Cupid away from his current gig with the best offer possible, the mayor turned to PayScale for advice.

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  • Your Special Relationship with an HCM Vendor—How to Find Your Perfect Match

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    By Paige Hanley, CCP, PayScale Compensation Professional

    Deciding to partner with an HCM vendor can feel a lot like being single—working your way through the dating pool to find your future spouse. As we approach Valentine’s Day, PayScale is here to give you a few tips and some guidance on how to navigate the various players you’ll interact with during this speed-dating to wedding planning process.

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  • New Required Reporting Proposed to Close Gender Pay Gap

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    Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    On Friday, President Obama announced a proposal submitted by the EEOC that would require employers with 100+ employees to report, not just employee demographic data, but also pay data. The objective is for employers to provide data that could then be used to search for patterns of discrimination, or to support existing discrimination claims. It is hoped that the report will spotlight any inequities in pay data by gender, race, and ethnicity, and prompt employers to examine their pay practices and correct any potential discriminatory practices.

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  • Workers Hit Pay Dirt—PayScale Index Reveals Big Growth in Energy Sector

    Header_PayDirt_Main”/><a href=Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    From the blistering cold Natural Gas plains of the Northwestern US to the oil rich marshes of the Southeastern US, thousands of job seekers arrive daily in search of good paying jobs. The good news is that unemployment numbers have plummeted in the final quarter of 2015 (down to 5.1 percent nationally) and in states like California, North and South Dakota, Texas, North Carolina, and Florida – jobs in the energy sector are plentiful.

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  • Does Money Really Buy Employee Happiness?

    Header_EmployeeHappiness_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    Generally, human resource professionals are concerned with retaining and inspiring top performing employees because they provide the greatest return on investment. It can be tempting to offer bigger salaries and over-the-top perks to employees, but does money really buy employee happiness? Turns out, there are other factors that can lead to long term employee satisfaction and loyalty.

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  • You're Overpaying. Now What?

    Header_Overpay_MainJenni Marquez, CCP, PayScale Compensation Professional

    Just discovered that a large portion of your workforce is overpaid compared to the market and not sure what to do? Read through our helpful guide on what can trigger overpayment, correcting the problem, and how to avoid going in the red altogether.

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  • Are Promotions Leaving Your Employees Feeling Short Changed?

    Header_ShortChanged_Main Rita Patterson, Onboarding Manager, PayScale

    A recent NY Times article addressed a question on the subject of feeling short changed by a pay raise that went hand in hand with a promotion. In this article, the questioner remarks that their friend has been recently promoted and "asked for the same salary she thought others at this new level received", however, after salary negotiations, the reader's friend still walked away "feeling slighted".

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  • It's Here! PayScale's Newest Infographic Reveals the Truth about Employee Engagement

    header_InTheNewsPayScale

    From sticks and carrots, to gift cards, to extravagant perks and unlimited PTO—the face of employee engagement is ever-changing. A happy employee is likely to stay—and you’ll pull out all the stops to avoid turnover. Throw in all the fancy perks you want—lunchtime yoga, company chef, clothing fund, you name it—but, if you fail to pay fairly, and talk about it, all of your effort will go unnoticed. PayScale surveyed more than 71,000 employees to study the relationship between pay and employee engagement. One of the top predictors of employee sentiment is a company’s ability to communicate clearly about pay—more important than career advancement opportunities, employer appreciation and future enthusiasm for the company. Want employees to stay? Talk about pay…

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  • Be a Unicorn. What Your Compensation Package Says About Your Business

    Header_Unicorns_MainTess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    It can be impossible for Human Resource pros to see things from an objective standpoint when we are so connected to the people and processes of our organizations. However, it’s critical to take a step back once in a while to view things from the perspective of employees and future hires. Compensation plays a major role here. The 2015 PayScale Compensation Best Practices Report revealed that a quarter of employers, “reported the inability to offer a competitive wage as a barrier to finding good people, which might explain why a whopping 78 percent claim to be only “somewhat” or “not at all” satisfied with their compensation structures.”

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  • Managing Comp during High Growth Phases

    Header_HighGrowth_Main Mykkah Herner, MA, CCP, Modern Compensation Evangelist, PayScale

    When organizations get into high growth phase, everything starts moving faster. Recruiting speeds up. Finding people desks to sit in rapidly becomes an unsolvable puzzle.Making sure every incoming person has a set-up complete with computer becomes a greater challenge.All the moving pieces that are tough to keep up with on a good day suddenly run the risk of falling through the cracks. Compensation is another thing you have to get right as you scale quickly. So how can you make sure you’re getting the comp equivalent of the right set-up as you grow?

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  • Dump Annual Staff Surveys: Real-Time Engagement is Here!

    Header_Dump_Annual_Surveys_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    In a bold move, KPMG, a global professional services firm, has opted to dump its annual employee engagement surveys for good—relying on the theory that annual employee surveys are passé and real-time data is the new way of measuring the true engagement level. According to Robert Bolton of KPMG, "This term ‘engagement’ is abused, it's misunderstood, it's not evidence based, and it's a minefield.”

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  • It's Time to Pour Your COLA Down the Drain

    Header_COLA2_MainRita Patterson, Onboarding Manager, PayScale

    Cost of living adjustments, or COLA, have been common practice for a while now, however, only 21% percent of employers indicated that cost of living adjustments were their main reason for giving raises in 2015.
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  • How To Benchmark an Elf's Job

    Header_Elves_MainPayScale's Mykkah Herner, MA, CCP, Modern Compensation Evangelist and Paige Hanley, CCP, Compensation Professional

    It’s that time of year and all of Santa’s Elves have been working overtime. As with many folks who work overtime, that means many of them have felt overworked and underappreciated. Despite their holiday cheer, many of them have walked into Santa’s office in the past week, asking for a raise. Busy himself, Santa turned to PayScale to determine the best way to handle his elf compensation.

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  • PayScale was Featured in World at Work!

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    The article— “4 Compensation Best Practices for Merged or Acquired Companies” written by PayScale’s Comp Pro Sonnet Lauberth, CCP—was recently published in World at Work’s Compensation Focus. Are you facing a merger or acquisition and fear the risk of losing top talent? Does the inevitable organizational shift make you nervous? Not to worry. One way to retain top talent during a merger or acquisition is to get in front of the new compensation plan. While this can be an arduous process, finalizing and communicating compensation for the new organization can go a long way to keeping your best employees from jumping ship.

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  • Myth Buster: Talking About Pay Could Incite an Employee Riot

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    PayScale


    If you aren’t talking with employees about pay, chances are they are talking to one another—creating their own story of your compensation philosophy. Not a good thing. PayScale surveyed more than 71,000 employees to study the relationship between pay and transparency.
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  • The Dark Side of Total Compensation Communication

    Header_DarkSide_MainTess C. Taylor, PHR, SHRM-CP, PayScale Senior Blogger

    The dark side of communicating total compensation doesn’t exist at all – only the resistance of change within organizations where there is no method of delivering this information. The 2015 PayScale Compensation Best Practices Report indicated that 57 percent of employers don’t give their employees a total rewards statement, which means many employees are clueless when it comes to understanding the total value of the benefits and compensation offered to them. It’s not surprising that employees often have the misconception that they are underpaid, unappreciated, and that the competition has something better to offer—like Luke Skywalker being tempted by his father, Darth Vader, to join the dark force.

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  • Myth Buster: People Don't Leave Their Jobs Because of Pay

    Header_Myth2_MainPayScale

    Busted! In 2015, the number one reason most people left companies was compensation. The majority of respondents to the PayScale Compensation Best Practices Report cited “seeking higher pay elsewhere” as the primary reason for leaving a company. Moral of the story? Money CAN buy you love.
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  • Which Misunderstood HR Hero Are You?

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    We know that life in HR can be hectic and you are often charged with carrying the weight of the world on your shoulders—we appreciate you! Take a break from your busy day and have a little fun. Check out our new interactive quiz to find out which misunderstood HR hero you are and see how using data can calm your HR woes.
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  • Myth Buster: The Truth About the Gender Wage Gap

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    PayScale

    Myth debunked! While a pay gap does exist, it is smaller than most people think. For women and men in identical roles, the pay gap is 2.7%. This myth originates from the fact that when all women’s jobs are compared to all men’s jobs, the pay gap widens to 74 cents on the dollar, aka 26%, but that is because more women work in lower-paying fields. Moral of the story? Forget the pay gap and focus on this jobs gap—bring more women into leadership roles and high-paying fields!

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