Do Companies Request Salary History Information From Job Applicants? View the Poll Results

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Do Companies Request Salary History Information From Job Applicants? View the Poll Results

You’re filling out a job application and just as you’re about to hit “submit”, you see the dreaded “Please provide the salary for your current position” question. Plus, it has a little red asterisk next to it, so you know you are going to have to answer it to even be considered. Well in recent years a combination of case law and statewide and local statutes are beginning to change that practice, or at least removing that pesky red asterisk.
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Are You Wage-Fixing? Discussing Compensation With HR Friends Could Put You in Hot Water

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Talking To Industry Friends: Are You Saying Too Much?

We all do it with our counterparts in the industry…we share stories about that uncomfortable discussion that we had to have with an employee, ask our friends how they have handled sensitive situations, and grumble about our never-ending to-do list. However, are you also talking  to people at other organizations about employee salaries? Are hiring or compensation conversations coming up during networking events?  Remember that these discussions could land you in hot water!
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Is IT Salary Growth Keeping Pace with Job Demand?

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Is-IT-Salary-Growth-Keeping-Pace-with-Job-Demand

With much discussion in 2014 over what city will be the next Silicon Valley, it seems as if every job market is trying to get its share of high tech industry investment, and along with the companies, a share of the tech talent needed to make these companies successful.

Locally, the job market is as competitive as ever with a 2014 article from Crain’s Cleveland Business describing several real life scenarios from Northeast Ohio tech companies involving “super crazy demand” for highly specialized skills within IT, recruitment of passive candidates away from gainful employment, and a focus on creating workplace cultures to lure top talent into new companies, just to name a few.

While the subjective influences that may be at play in this seemingly chaotic battle for top tech talent are a bit more amorphous and take time to develop (i.e. creating an appealing brand or organizational culture) there are also key objective facts that can be identified as likely contributors to the competitive and complex nature of the IT job market.
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4 Tips for Reading and Analyzing Salary Ranges

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creating a salary structure

A key aspect of any healthy compensation plan is transparency. Due to the potentially charged nature of pay, very few organizations share the individual rates of pay for each employee, but there are certainly other ways to help your employees understand how and why their paychecks are what they are even if you aren’t quite ready to email your payroll out to the whole office.

One way to do this is to help your employees understand how you are creating a salary structure and where they fall within this structure. Clearly each structure will vary from organization to organization, but here are a few of the basic questions that you may want to address in order to increase transparency.
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How to Set Compensation in 5 Easy Steps

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Salaries are a business investment, and in order to make sure that you set fair and competitive compensation for jobs it’s important to use a structured method for setting compensation as opposed to choosing a random salary or simply using one salary survey or compensation source.

Employers generally determine salaries based on five (5) types of information: the job's responsibilities, what their competitors are paying, how valuable the job is to their organization, how they pay people in similar roles based on their pay structure, and their budget/organizational needs.

With this in mind, here are five (5) easy steps for setting compensation.
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