Culpepper recently conducted a survey in which it asked organizations the methods by which they collect and analyze compensation data. Compensation Data is vital for all organizations to utilize to stay abreast of pay rates for individual job categories within their industry. Knowing the going rates for individual job positions is vital when it comes time to hire and retain top talent. According to their Compensation Market Pricing Practices Survey there are some interesting trends when it comes to collecting this information: Key Findings and Trends
You are here
An article written in the New York Times discusses the common hiring trends of firms and their narrow-minded focus on attracting the “purple squirrel”. The purple squirrel is a term used to coin the perfect candidate who happens to fit all your job requirements; compensation plan and lives in close proximity to your office. All the stars aligned, and the perfect candidate came knocking at your door. To the HR and Recruiting Professionals, the purple squirrel is the holy grail of job seekers.
But there are flaws to this type of recruiting process:
At the beginning of every New Year, businesses hunker down and build out their budgets, projections and overall goals usually in the form of long and sometimes overwhelming planning meetings. This is no different for HR professionals especially surrounding their staffing and workforce management objectives. According to a recent article by Jon Picoult from Monster titled, “Staffing and Workforce Planning: What’s In Store for 2013,” HR folks will have to consider four important trends that will impact 2013. These trends will need to be given some genuine thought as every company will be a
Glassdoor released a survey recently that forecasts some interesting trends for the U.S. job market in 2013. The survey accepted feedback from 2,249 adults, among whom, 1,470 are employed or unemployed but looking for work.
Their answers revealed interesting insight to what employees really care about:
3) Career growth
4) Amount of work
5) Company reputation
According to a recent study from Culpepper, average base salaries are projected to increase across most global regions for 2013. On average, base salary increases are still lower than levels before the 2008 global economic crisis and with continued global market uncertainty still a concern; many companies are forgoing a “one-size-fits-all” approach to salary increases and applying them to individuals and departments within the firm.
According to a recent article from CareerBuilder, 44% of workers who were polled say they would relocate in 2012 for the right opportunity. Voluntary turnover is on the rise and it looks like many of these people aren't opposed to trying something new and are willing to relocate.
I came across an article in The Wall Street Journal the other day and it reminded me of a blog I wrote back in March, "Surrounding Yourself with the Right Talent." This article, "How a Few Bad Apples Ruin Everything" made me think of how one would go about getting rid of or preventing the hiring of negative employees. I say negative b
Information Technology is one of those Industries that at times, requires some highly specialized individuals with hard to find skill sets. From a recruiter’s standpoint, these positions can cause some major headaches, which is why many organizations will look to outside agencies that specialize in finding IT talent. Not only are these agencies able to tap into their network, but can devote the time needed to source and qualify candidates; precious time that some HR professionals aren’t able to devote. I have been recruiting for 7 years and have placed both contract and direct hire posit
Cloud job will be made in the next 5 years, but we have to wonder what will be lost as well.