• Read THIS before advertising pay ranges

    Jessica Miller-Merrell, blogging4jobs

    There are numerous factors that contribute to what pay ranges to advertise in a job posting and subsequently many more factors to consider before you offer a qualified candidate the position.

    Many companies use broad pay ranges in jobs advertisements, giving them maximum flexibility depending on candidate selection. Still, in our ever-changing market, it’s hard to know if the expectations you’re setting are on point.

  • Should you include salary in job advertisements?

    Should you include wage information in job advertisements?

    In what has become a hot topic in the professional world, many companies tend to disagree on whether it’s a good idea to include wages in job advertisements. Even those employers who favor transparency may argue that transparency at this stage of the process is premature.

  • Your employees are probably looking for a better deal...will they find it?

    Crystal Spraggins, SPHR

    Today we’re releasing the much anticipated 2015 Compensation Best Practices Report.

    Based on data from more than 5,500 business leaders, the report reveals attitudes about compensation, hiring, and retention as the economy continues to recover from the recession. This latest research report shows that while most companies plan to grow in size and offer salary raises in 2015, employers are still very concerned about attracting and retaining top performing employees, which creates serious doubts about their ability to compete effectively in our rebounding economy.

  • When does paying more make good business sense?

    How do you know when it’s time to offer higher compensation for open assignments at your company?

  • Using employee benefits to boost a compensation campaign

    When it comes to employee compensation, it’s not just about the paycheck. Today’s job seekers are shopping around for the entire package, and that includes a generous starting salary, health and financial benefits, and other company perks. When presented with two equally interesting job offers, the smart candidate will pick the company that offers above-average employee benefits. This makes sense, given the worker is about to invest a great deal of hard work in your company.

  • Making the connection between pay and work attitude

    Not too long ago, I wrote an article about the connection between pay and employee satisfaction and retention.

  • Consistency is the key to candidate wage negotiations

    It's no surprise that wage negotiations between employees and management can be tense. Both sides of the table find these meetings difficult to get through, particularly during a performance review or a change of employment. However, wage negotiations often come with the territory of management, and they must be handled tactfully.

  • Keys to understanding the multiple definitions of pay for performance

    To be the best means hiring the best. Without a strong pay-for-performance strategy, however, organizations may fall short of their goals. The question is, does your leadership truly understand the definition of a great pay-for-performance campaign?

  • The balancing act: Pay raises in the workplace

    Balancing act of pay raises image

    Jessica Miller-Merrell, blogging4jobs

    The month of December is an exciting time for employees, as many anticipate their annual raise is only weeks away.

    On the other hand, employers might dread this time of year because they may not be able to afford raises, or they might be planning to refuse a raise to someone already earning what they consider a fair wage.

  • Update your sales commission plan in 5 easy steps

    Sales compensation plan image

    When’s the last time you sat down to review your company’s sales commission plan? For many, sales compensation gets overlooked for years at a time while other portions of the compensation plan are hammered out.

  • Does your management team deliver compensation that counts?

    compensation that counts image

    Here’s something to ponder. How well is your compensation planning keeping up with the needs of your employees? If you’re like many other employers, you’ve done your best to stay current with cost of living index updates and changes to employee benefits, and you’ve maintained a fairly productive workforce through careful recruitment and training initiatives.

  • Compensation gets a makeover due to new voluntary benefit options

    Compensation Gets a Makeover image

    Let's face it. Candidates are looking for the best possible compensation they can grab out there in the job market. If an employer wants the best people on their team, they are tasked with researching and offering above-average salaries, benefits, and a work culture that will leave them drooling.

  • When hiring heats up, so should compensation offerings

    Hiring heats up image

    Having a strong business means hiring the best talent on the market. This is a given. But winning that talent comes down to making a compensation offer so sweet they won't even think about going to your competition. And this also goes for developing employee loyalty later down the road. Without a well-designed compensation strategy, your business wont get the kind of people onboard that you need to expand operations.

  • 6 things employees REALLY think about their pay

    What do employees think of pay image

    Crystal Spraggins, SPHR

    “Cash is King.”

    “Money walks, the rest talks.”

    “Money makes the world go ‘round”

    We’ve all heard these sayings hundreds, if not thousands, of times. Money is important, period. Even those not motivated by money need it and recognize its value.

  • Four raises a year

    Four raises a year image

    Tessara Smith,  PayScale

    One of the latest trends in employee compensation and motivation is giving employees four (small) raises a year as opposed to one large raise. Many companies have become strong proponents of this innovative payment strategy and executives are dumping the annual salary review in favor of giving out raises and bonuses a couple times per year. This begs the question, are quarterly raises a good idea for your company?

  • How modern are you?


    Laleh Hassibi, PayScale

    Confidence in compensation practices is shaky at best at most businesses. At the same time, the nature of workforces and employment is evolving rapidly, and organizations need to work hard to keep up. Getting and keeping the best talent is becoming more competitive each day, and that same talent increasingly knows exactly what they are worth in today’s competitive market with access to online salary information.

    In order to win today’s talent wars, organizations need timely information and a modern approach to compensation management. How does your company stack up?

  • Seven signs your compensation strategy needs a do-over


    Perhaps no area of human resources is as uncomfortable to talk about as the annual compensation update with the executive team. It seems as if every HR manager is tasked with proving that an improved compensation offering is good for business.

  • Are Your Starting Rates Supporting Employee Performance?


    In the grand scheme of things, how well you compensate employees from the start can influence both the short and long-term performance of your work teams. When employees know that they work for an employer that values their contributions with a transparent salary policy that reflects this, a beautiful thing happens. Work becomes more rewarding in a tangible way. Salary isn’t a sore point, but rather a demonstration of support for the efforts of employees at all levels.

  • Modernizing compensation management


    Laleh Hassibi, PayScale

    A white paper released by Ventana Research called “Modernizing Compensation Management” calls for a new approach to compensation management to ensure organizations remain competitive in today’s volatile economy. Ventana Research found that 58% of businesses expressed some level of dissatisfaction with their current compensation manage­ment solutions and half of the respondents lack confidence in their company’s overall compensation processes.

  • Employee stack ranking - motivation or manipulation?


    Jessica Miller-Merrell, blogging4jobs

    One of the most important responsibilities of an HR manager is to find the right way to motivate employees. On the surface this can seem like a simple task, one that can be checked off your list with a few compliments, maybe a bonus or even a promotion. But when you get in the trenches with these employees you wish to motivate, you’ll see that the day-to-day motivators for employees vary greatly from person to person, making it tricky to determine what type of system will best fit the employees who are a part of it and the organization as a whole.




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