Salary Survey Websites Such As Payscale Dot Com

Tojo_Ralph

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I am doing some research into the "going rate" for a few available positions both internally and externally to supplement the corporate HR feedback and I have been looking at what free salary survey/pay scale data is out their.

So far I have been suprised to find that the payscale dot com website appears to be pretty accurate in relation to the salaries I would anticipate being paid but I was wondering if anyone had any other websites to suggest?

When I say "pretty accurate" I mean they seem to reflect quite well the regional salary variances that reflect supply/demand and unemployment levels. So, other than payscale does anyone have any suggestions?

Emmzi

reed, monster.

Russe11

Advertise the posistion, see what you applicantss current salary is, then you find out the going rate.

That way you don't have to advertise anything other than somthing like "competative" or "industry average" therefore not commiting and ruling out those that will or won't apply due to being to high or to low an salary.

If all goes well you will get someone really good for a low competative wage that claims help of the state so your business is nicely subsidised.

Tojo_Ralph

Emmzi wrote: »

reed, monster.

Having looked at Reed the salary survey data is very basic and Monster link into Payscale.

Emmzi

if you want better data you have to pay for it. Or find someone with a CIPD membership.

Tojo_Ralph

Russe11 wrote: »

Advertise the posistion, see what you applicantss current salary is, then you find out the going rate.

Even if the applicant were honest, all I would know is what their current salary was which may or may not be above/below the going rate based on additional benefits. In addition simply offering them a fistful of dollars more to jump ship may seem on the surface to be all that is required, but if their new salary/benefits are is still below the going rate they will be very much more prone to jumping ship again.

Russe11 wrote: »

That way you don't have to advertise anything other than somthing like "competative" or "industry average" therefore not commiting and ruling out those that will or won't apply due to being to high or to low an salary. If all goes well you will get someone really good for a low competative wage.

Many positions aren't posted but I would expect to see the blurb read "competitive salary and excellent benefits commensurate with experience" or similar, the issue is what that salary is when taken into context with the benefits?

That's where I have found the Payscale website to be really good as it takes account of benefits package, age, experience, position reporting structure, staff below if any, specific industry, specific position, regional and city variances, etc, etc.

I guess the fact that Monster use Payscale might indicate that there aren't any better alternatives.

As for a "low competitive wage", that seems to me to be a bit of an oxy-moron ..... all be it one with a word too many.

Russe11

Tojo_Ralph wrote: »

Even if the applicant were honest, all I would know is what their current salary was which may or may not be above/below the going rate based on additional benefits. In addition simply offering them a fistful of dollars more to jump ship may seem on the surface to be all that is required, but if their new salary/benefits are is still below the going rate they will be very much more prone to jumping ship again.

Many positions aren't posted but I would expect to see the blurb read "competitive salary and excellent benefits commensurate with experience" or similar, the issue is what that salary is when taken into context with the benefits?

That's where I have found the Payscale website to be really good as it takes account of benefits package, age, experience, position reporting structure, staff below if any, specific industry, specific position, regional and city variances, etc, etc.

I guess the fact that Monster use Payscale might indicate that there aren't any better alternatives.

As for a "low competitive wage", that seems to me to be a bit of an oxy-moron ..... all be it one with a word too many.

My point is the wage band does not actually matter as it depends to much on the applicants circumstances.

Two suitable candidates might command the same wage having equal skillsets, but oe of them you can employ for £15k+state welfare, the other you can employ for £28k, which one does it make sense to employ?