22:59
Faizan
Many businesses continuously strive to hire and retain the best and most qualified talents that they can get their hands on. And their next question in relation to this objective is: how can they do this?
There are many techniques and strategies that they can follow and implement to achieve this goal. They can make sure that when they carry out recruitment processes, they can work with headhunters so that only the most skilled and qualified professionals will be screened and eventually hired. Business owners can also include many benefits and rewards, such as insurance, health coverage, and bonuses as part of their compensation packages. And as always, the offered monthly salary is a permanent deal-closer anytime. That is why companies offer large and attractive salary rates, to make sure that they only get the best employees.
But simply offering applicants with a large sum of salary every month and additional rewards and bonuses at the spur of the moment or because a talented and highly qualified candidate suddenly walked in for an interview is not a smart thing to do at all. Business owners and decision makers may suddenly find themselves in a lurch if they did offer the candidate an exorbitant compensation package and it was accepted on the spot; but all these new figures and amounts would not fit in the company's budget. Or that this large salary package cannot be covered by the income that the business generates.
This is where the importance of salary benchmarking comes in. Benchmarking for salary is a strategy that uses internal job descriptions to correspond to or compare with prevailing salary survey jobs in order to determine the outside market rate for every position. This has to include and cover current job descriptions, salary surveys, as well as information on the same kind of jobs within comparable industries. This process allows business owners and decision makers to make offers that are well within the market rate and lets them gauge just how high they can go with a compensation package without actually risking the budget.
There are many techniques and strategies that they can follow and implement to achieve this goal. They can make sure that when they carry out recruitment processes, they can work with headhunters so that only the most skilled and qualified professionals will be screened and eventually hired. Business owners can also include many benefits and rewards, such as insurance, health coverage, and bonuses as part of their compensation packages. And as always, the offered monthly salary is a permanent deal-closer anytime. That is why companies offer large and attractive salary rates, to make sure that they only get the best employees.
But simply offering applicants with a large sum of salary every month and additional rewards and bonuses at the spur of the moment or because a talented and highly qualified candidate suddenly walked in for an interview is not a smart thing to do at all. Business owners and decision makers may suddenly find themselves in a lurch if they did offer the candidate an exorbitant compensation package and it was accepted on the spot; but all these new figures and amounts would not fit in the company's budget. Or that this large salary package cannot be covered by the income that the business generates.
This is where the importance of salary benchmarking comes in. Benchmarking for salary is a strategy that uses internal job descriptions to correspond to or compare with prevailing salary survey jobs in order to determine the outside market rate for every position. This has to include and cover current job descriptions, salary surveys, as well as information on the same kind of jobs within comparable industries. This process allows business owners and decision makers to make offers that are well within the market rate and lets them gauge just how high they can go with a compensation package without actually risking the budget.
Posted in: business
