Job seekers and employees are still in the driver’s seat when it comes to recruitment and retention. The market is changing, and therefore so must traditional HR processes. 70% of organizations who practice pay transparency have experienced an INCREASE in applications. Candidates are more upfront when it comes to the details of the jobs they apply for, including what they can expect as compensation.
Elizabeth Cipolla SPHR, SHRM-SCP’s Post
More Relevant Posts
-
Job seekers and employees are still in the driver’s seat when it comes to recruitment and retention. The market is changing, and therefore so must traditional HR processes. 70% of organizations who practice pay transparency have experienced an INCREASE in applications. Candidates are more upfront when it comes to the details of the jobs they apply for, including what they can expect as compensation.
-
-
If done right, offering pay transparency can come with many benefits, including attracting quality candidates within a highly competitive job market. Done wrong... well, best not to think about that! Find the best implementation practices here: https://bit.ly/3MNv7Oy RefNow - Employment Reference Checks #HRNews #PayTransparency #HRPractices
Pay transparency is here to stay: Best practices and action steps for HR | HRMorning
hrmorning.com
-
I often find the first step when constructing a compensation training session is that the compensation philosophy needs a good dusting, or there needs to be leadership alignment on what it means regarding attraction and retention! At MorganHR, Inc., this is the first place we start, regardless if we are designing pay structures, helping you with manager education, or getting you out of using spreadsheets to manage your merit cycles by using SimplyMerit! #compensation #managertraining
Gartner HR Research Finds Only 32% of Employees Believe Their Pay is Fair! https://gtnr.it/3Djb9Fp What can you do about it? Help your managers!! Managers shouldn't need a super secret decoder ring to understand your pay practices!!
-
