Bianca Posteraro’s Post

Job Evaluations: The Key to Fair Pay and Top Talent Ever wonder if your pay structure could be fairer and more appealing to top talent? According to a recent survey, companies with transparent job evaluations see a 30% boost in employee satisfaction and retention. Why Job Evaluations Matter: Combat Bias: By evaluating jobs based on objective criteria, you remove unconscious bias and ensure fairness in pay. Boost Employee Trust: Transparent communication about job worth and pay ranges builds trust and enhances your Workforce Experience (Wx). Attract Top Talent: A clear, equitable pay structure makes you a magnet for the best candidates. The Bottom Line: A strategic job evaluation process aligns compensation with job complexity and market standards, reducing discrimination and enhancing your employer brand. Curious about refining your job evaluation practices? Let’s discuss how you can make your pay structure a model of fairness and appeal. Share your thoughts or connect with us at howard@compteam.net. Read more: https://lnkd.in/eGgbfiz9 #JobEvaluation #PayEquity #TalentAttraction #CompensationStrategy #CompTeam

📈 Ready to conquer the job market in 2024? 📈 Dive into our 2024 Salary Guide for a detailed analysis of salary benchmarks and industry trends. Whether you're a talent acquisition pro or a career-focused job seeker, this guide equips you with the insights needed for success. 💼✨ Download your copy today! 👉 https://lnkd.in/dVYmcmun #AdeccoNZ #SalaryGuide2024 #CareerSuccess #TalentInsights

It's time for a change in how we approach job postings. Companies, let's lead by example and start posting actual salary ranges in your job ads. Why? Because transparency builds trust, attracts top talent, and is the right thing to do. When salary ranges are clear, candidates can better evaluate opportunities and make informed decisions. It also streamlines the hiring process and helps ensure that everyone's on the same page from the start. #Transparency #SalaryRanges #FairPay #Hiring #JobMarket #WorkplaceEquality #LeadByExample

Today is the day! We're delighted to launch our brand new, bespoke benchmarking service We Do Benchmark I speak to so many people who find salary guides and surveys frustrating, inaccurate or just downright confusing. With We Do Benchmark, we offer a personalised approach to salary benchmarking. Whether you're hiring or simply need to benchmark roles within your team, we’ve got you covered. Click our Big Red Button to receive: 1️⃣ - Live, tailored benchmarks for any role specifically based on your company, location, and needs. 2️⃣ - Data and analysis to back things up! 3️⃣ - Assistance with crafting job descriptions that attract the right talent - we can build and write them. 4️⃣ - A showcase of live candidate CVs - both interim and permanent - who are ready to fill the role. to discover how we can help you make informed hiring decisions - click here! https://lnkd.in/eu8XcN4F

Recently, I encountered a story that truly highlights the importance of fair hiring practices. Here's a glimpse: HR: "Your last CTC was 5 LPA, so 7.5 LPA is the best we can offer. It's a 50% hike." Candidate: "I don't think it's fair. I have 4 years of experience, and for the same position, you're offering 15 LPA to others." HR: "We can't do anything; this is the market standard." Candidate: "Thanks for the offer, but I can't accept anything less than 12 LPA." This candidate chose to walk away. Soon after, another company recognized his skill set and offered him 18 LPA, despite his previous lower salary from a service-based company. This story might seem like fiction, but there is some truth to this. It highlights a critical issue in hiring practices. Lower previous CTC doesn't equate to a lack of skills or experience. Candidates should be evaluated based on their skills, experience, and the value they bring to the role, not just their past salary or the type of company they worked for. Dear Recruiters: Pay scales should reflect the candidate's skills and experience. Equal opportunities should be given regardless of the candidate's previous salary, college tier, or company type. Candidates, always aim for positions that meet your financial needs and demonstrate the skills required for the job. Your value isn't defined by your past salary but by the expertise and experience you bring to the table. Let's strive for a more equitable and just hiring process. Talent deserves fair compensation. #HiringPractices #EqualOpportunity #FairPay #TalentValue #JobSearch #Recruitment

Have you ever found the perfect role, applied, got excited because you landed an interview, and then found out the role was significantly lower than your expectations? I constantly see job postings get 4-5 times more applicants when they give the salary range. Yes, the range might vary for certain roles and companies, but at least it's something to discuss in the initial interview. There have been countless times I've found an amazing role based on the responsibilities and description to find out it's 30-40% less than what the market rate should be for the role. I hate how salary is like this game between the employer and candidates. To be quite honest, people work so they can provide. If companies can't be transparent about their salaries, how will that make the candidates feel? Some companies are adapting to the times and putting ranges on the roles. Those companies will continue to receive, in my opinion, more qualified and enthusiastic candidates. Do you agree with jobs putting the salary range in the posting? If not, why? I am curious to know your opinion!

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They say you walk different when you know your worth👣 Three time on different occasions I questioned the interviewers on the disconnect between the job description that demanded a higher skill level than the compensation being offered. Surprisingly all the interviewers agreed they needed an individual with the skill sets I mentioned. All changed the job descriptions, negotiations continued only two changed the compensation. One of the eight questions one can ask themselves when mastering negotiating is - Do you spend 80% of your time preparing for the negotiation? Research indicates that this discrepancy can occur in about 50-70% of job postings. 💪Research typical skill sets for positions 💪 Research typical salary ranges, check professional associations salary surveys Wishing everyone a successful week☀️ No spreadsheet Sunday was rained out - this pic was taken on a Sunday just not today. #ThriveIn2024

Unlock Fair Pay: Job Evaluation as Your Secret Weapon Is your pay strategy attracting top talent—or driving them away? In today’s hyper-competitive market, it’s not enough to offer attractive pay; it needs to be fair, just, and strategic. Enter job evaluation—a key tool that not only helps ensure pay equity but also boosts employee engagement and retention. Here’s how job evaluation can power your total rewards strategy: Pay with precision: Use data-backed comparisons to align salaries with job complexity and market standards. Fairness leads to loyalty: Employees who perceive pay equity are 3X more likely to stay long-term (Source: McKinsey). Attract top talent: Candidates flock to companies known for transparent and fair compensation practices. Fair pay isn’t just ethical; it’s a competitive edge. Let’s chat about how you can elevate your compensation strategy: sam@compteam.net. What’s your take on using job evaluations to drive pay equity? Share your thoughts below! Read more: https://lnkd.in/e8mzPXRM #Compensation #JobEvaluation #FairPay #EmployeeRetention #TotalRewards

Recently, I had a conversation with a friend seeking advice on determining the salary range for an upcoming interview. Here are four key recommendations for effectively evaluating the salary range: 1. Conduct Industry Research: Explore industry standards by leveraging platforms like Glassdoor and Payscale for valuable insights. 2. Evaluate Your Skills and Experience: Consider your unique or specialized skills, as they may position you to command a higher salary. Clearly communicate your expertise and how it aligns with the job requirements. 3. Network with Former Employees: Connect with individuals who have worked for the company to gain insights into its culture and compensation practices. This valuable information will enhance your understanding of what to expect. 4. Factor in Location: Take geographical considerations into account. Analyze the cost of living, including housing, transportation, and other expenses in the area where the job is located. #JobSearch #CareerAdvice #SalaryNegotiation #receuitment #hrcommunity