• How to Talk the Talk: Why Learning how to Speak like a Comp Pro can Benefit You

    Header_TalkTheTalk_Main-1Tess C. Taylor, CPC, PHR, SHRM-CP, PayScale Senior Blogger

    “You’re not from around here, are you?” This is what this New York girl heard from the natives for 16 years while living in the Southeastern USA. It seemed though as much as I tried to take on the smooth relaxed speech of the small town in which I lived, I could never completely “talk the talk”. Then, when I entered the world of software development, I felt like an even bigger fish out of water. As an HR pro, you may be experiencing this as you try your best to communicate like the compensation pros.

  • PayScale and MarketPay Team Up


    Exciting News! PayScale announced it will merge with MarketPay!
    MarketPay, based in Denver, has a unique and powerful suite of applications that offer technology-enabled services for managing multiple sources of compensation survey data to price talent markets. PayScale will incorporate MarketPay’s advanced data management and market pricing applications for large organizations into its line of innovative compensation solutions. Additionally, PayScale will continue to provide support for MarketPay’s On-Line Market Pricing System—utilized by 650 enterprise customers including 200 of the Fortune 1000. PayScale will now have more than 5,000 customers, managing pay decisions for ten million employees at small, medium and large organizations in almost every industry.

  • Companies Use Pay Alternatives to Keep Employees Around

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

    It always seems as if one company tries to be progressive in terms of it’s compensation strategy, it shakes things up for the rest of the business world. One such company is Twitter. Twitter recently announced that it would be releasing previously unreleased stock shares to the employee pool. This comes on the heels of somewhat stagnant growth and the company’s efforts to retain key employees with generous bonuses.

  • Focus on Job Descriptions to Eliminate Costly Employment Discrimination Lawsuits

    Header_JobDescription_MainJason Shinn, Employment Attorney, PayScale Guest Blogger

    How much attention does your company give to developing job descriptions? And what happens if managers come up with job descriptions that are inaccurate or incomplete?

    These issues recently took center stage in a lawsuit involving a claim under the Americans with Disabilities Act and it did not end well for the employer.

  • Equality, Diversity, and the Gender Pay Gap in Tech: 5 Suggestions to Help You Pay Fairly

    Header_Mistakes_MainBy Sonnet Lauberth, PayScale Compensation Professional,

    As a Compensation Professional, I work with a variety of companies in the technology industry. One of the biggest concerns I consistently hear from my clients is the struggle with attracting and retaining top talent. It’s no surprise that increasing demand combined with the talent shortage in tech is making competition fierce.

  • Equal Pay Day 2016

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

    Happy Equal Pay Day
    It feels odd wishing someone a happy equal pay day. Happy? Equal Pay Day is the day at which women’s wages on the whole catch up to that of men’s wages from the prior year. It’s calculated using the figures about how many cents on the dollar women earn vs men, 78¢. This day has been gaining in visibility over the past couple decades since it began in 1996.

  • Modern Comp Practices for Traditional Companies

    Header_ModernComp_MainBy Kari Van Hoof, CCP, PayScale Compensation Professional

    At PayScale, we strive to help all kinds of organizations embrace modern compensation practices to engage their workforce and drive results. Even employers that think of themselves as more “traditional” than “modern” can take a few steps in this direction, and the good news is that you don’t necessarily have to spend a lot of money or change your entire culture to do it. Check out these modern comp practices that any organization can adopt and why they matter.

  • Get More from Performance Reviews—Use Metrics to Link Pay

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

    Old methods of measuring performance once a year just don't work anymore. They’re cumbersome and only focus on recent performance goals. But, when performance reviews are directly linked to meaningful and simple pay or performance policies in force year-round, they have a greater impact on the organization. Take a look at some best practices for linking pay for performance during employee reviews.

  • How Compensation Impacts Your Business

    Header_Comp_Impacts_Biz_Main Hedge Stahm, Marketing Segment Manager, PayScale

    Human capital is a company’s most important asset. It’s also typically the largest operating expense, and thus can have a major impact on profitability and overall success. To keep employees engaged and productive, companies must compensate them appropriately—without overpaying them and running the risk of eroding the bottom line.

  • Fresh News! The PayScale Content Center has been revamped.

    Header_UberFlip_MainJade Makana, Director of Content Marketing, B2B

    Hi readers,

    You may have noticed something a little different the last time you visited the content section of the PayScale website. I am excited to announce we have rolled out a brand new version of our content center, known as the Modern Compensation Hub. Go check out the Modern Compensation Hub if you haven’t already: hub.payscale.com. Don’t forget to bookmark it!

  • Facebook Fail: The Social Media Recruiting Laws You're Probably Violating

    Header_SocialMedia_MainJason Shinn, Employment Attorney, PayScale Guest Blogger

    Many companies routinely turn to social media to find and screen job applicants as part of the hiring process. But to reduce the potential for job bias, HR managers need to plan how and when social media will be used in the hiring process, as well as understand how such information should be retained.

  • Regulatory Compliance Dictates HR Best Practices

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

    This year, we’ve seen a number of new government rules surrounding pay equity and salary transparency developing. This puts a strain on human resource compensation managers and how they must adapt compensation policies. How well HR can keep up with these changes will dictate the future of compensation planning across all organizations.

  • A Magically Delicious Comp Strategy

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

    Saint Paddy’s day has many in the mood for parades, green beer, and donning shamrocks. But for me, well, I’m ready for a big ‘ol bowl of Lucky Charms, in honor of their 52nd birthday. I remember fondly the year they added purple horseshoes. That was the first year I realized that things could change. Not just any old things like presidents and countries, but important and established things like pink hearts, orange stars, yellow moons, green clovers and blue diamonds. In fact, the only marbit (the official name for the marshmallow charms) that remains from the original cereal in 1964 is the pink heart. Like Lucky Charms, compensation needs to stay fresh.
  • The Key Ingredients for a Delectable Comp Plan

    Header_Pi_Main Rita Patterson, Onboarding Manager, PayScale

    Putting together a compensation plan that leaves everyone delighted can be a lot like baking up a perfect piece of pie. You’ll need to put together the right ingredients in the right order, and have a bit of patience to make sure everything’s coming together in the oven.
  • Forget Happiness. Wellness Emerges as a Compensation Strategy

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

    Employee engagement has been a buzzword in the human resource world for a while. It’s just common sense. When employees are happy and engaged at work they tend to be more productive. Much of this has been focused on employee happiness as an indicator of a solid compensation program – the better employees are paid and the more perks they enjoy; the greater their happiness should be, right? Not so much. Our 2016 PayScale Compensation Best Practices Report indicates that 73 percent of employers believe they are paying fairly, but only 36 percent of employees agree. Interestingly enough, some employers are shifting to creating overall physical and financial wellness for employees, and earning a better ROI. What’s this all about?

  • Lessons from Yelp: How Transparent Pay Practices Motivate Employees

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

    Along with thousands of other people, I read Talia Jane’s open letter to her CEO with mixed emotions. Long story short, she wrote an in-depth blog, directed to the CEO of Yelp, describing the many ways that the pay for her entry-level job at Eat24/Yelp fell short of allowing her to pay for a car, apartment, and food. One of my colleagues posted a great analysis of the range of responses felt by employees across the generations. Her post got me thinking about the ways that Eat24 could have done a better job engaging Jane before it got to this point, because let’s be real—this point was way too far for her to actually be engaged in the core responsibilities of her job. What are the best steps to take to seek to prevent such dissatisfaction?

  • CBPR Top 10: What Comptopians Do Differently

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

    PayScale’s 2016 Compensation Best Practices Report is here! This year, for the first time ever, we compare top performing companies—defined as those who were first in their industry and exceeded revenue projections in 2015—to all respondents, revealing a correlation between modern pay practices and business success. The chart below shows how top performers' pay practices compare to average companies:

  • Quality Hires Take Front Stage. What’s the Catch? Paying Them Well

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

    You may recall PayScale’s Turnover: The Good, the Bad, and the Ugly whitepaper in which we closely examined the reasons why employees leave otherwise good workplaces, and dispelled some common myths. What matters most to employers is why employees stay, and this comes from certain generational values and desires. For example, our research indicated that for Millennials, flexible working hours supersede starting salaries, but for older workers the chance to put away money in a retirement fund is much more attractive.

  • Isn’t that your job? How to help your boss understand why you need a software purchase

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

    Houston, there is a problem. The old way of doing things just isn’t cutting it anymore and you need to make a significant investment in a software solution that will get the job done. But, how can you approach your boss with the idea that the software will make life easier, while increasing business profits – and it’s not always YOUR job to do everything (you are not a robot after all)?

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

    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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