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Webinar-Comp foundation: Job Matching

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Job matching correctly is critical to getting the right salary data. After all, you need to be looking at the right position to get the right information.
Our Job Matching team has benchmarked it all, from Aquatic Animal Husbandry Specialist to Zone Store Managers. Join them for a discussion on best practices and tips for using PayScale tools.

This webinar covers:
Best practices for matching your organization’s roles
A hands-on walkthrough of PayScale tools
How to leverage PayScale for accurate salary matches
How to define experience levels
How to match hybrid jobs
Job matching by skill for those tricky titles
Live Question & Answer segment

Published in: Software
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Webinar-Comp foundation: Job Matching

  1. 1. Job Matching
  2. 2. www.payscale.com Introduction Ashley Adair, PHR, SHRM-CP Benchmarking Lead Jenni Marquez, CCP Sr. Comp Professional
  3. 3. www.payscale.com Job Matching for compensation planning and strategy
  4. 4. www.payscale.com Agenda 1. Basics 2. Art 3. Science 4. Q&A
  5. 5. www.payscale.com The Basics
  6. 6. www.payscale.com Benchmarking: Defining your workforce through job matching, market information, and your organization’s overall strategy.
  7. 7. www.payscale.com A benchmark job remains consistent across diverse organizations, allowing employers in various companies and even different industries to use it as a basis for evaluation and comparison.
  8. 8. www.payscale.com Job matching is part of the benchmarking process. Job matching is the process by which you choose which factors are compensable for the job.
  9. 9. www.payscale.com 40 Million Salary Profiles 250 Compensable Factors 10 Org types 350 Industries 14,000 Positions The World’s Largest Salary Database
  10. 10. www.payscale.com Apples to Apples To get the best data, you need to make sure that the job in your workforce matches up with task list of the PayScale title you choose. You can proceed with confidence if 70% or more of the tasks align with your job.
  11. 11. www.payscale.com Match jobs, not peopleMatch Jobs, not People
  12. 12. www.payscale.com Compensation: Both Art & Science
  13. 13. www.payscale.com The Art
  14. 14. www.payscale.com What is the essence of this job?
  15. 15. “I don’t have all of my job descriptions together yet. I’m still working on them!”
  16. 16. To match jobs in PayScale, you don’t need to have the same long JD that you’d use on your career site. You just need to know the key compensable factors.
  17. 17. www.payscale.com
  18. 18. www.payscale.com
  19. 19. www.payscale.com
  20. 20. www.payscale.com Searching by Title “Also Known As”: similar titles for the same job All of the data from “Also Known As” roles is ‘rolled up’ into the main title A rose is a rose is a rose….
  21. 21. www.payscale.com
  22. 22. www.payscale.com Tips & Best Practices: • When searching; less is more! • A “good match” is when 70% or greater of the task list aligns with the job in question • You cannot edit job tasks • Consider flipping your search around • example: Director of Sales vs. Sales Director
  23. 23. www.payscale.com Job Matching by Tasks
  24. 24. www.payscale.com Careers at OurCompany, LLC ROLE Code Ninja Social Media Maven Director of First Impressions VP of Misc. Stuff Design Sherpa Ambassador of Buzz Digital Prophet Customer Evangelist LOCATION Seattle, WA Seattle, WA Seattle, WA Seattle, WA Boise, ID Boise, ID Boise, ID Richmond, VA Sometimes you can’t go by title
  25. 25. www.payscale.com
  26. 26. www.payscale.com
  27. 27. www.payscale.com The Science
  28. 28. www.payscale.com What are the compensable factors for this job?
  29. 29. www.payscale.com The Blue Number
  30. 30. www.payscale.com
  31. 31. Years Experience
  32. 32. www.payscale.com
  33. 33. www.payscale.com Tips & Best Practices: • Our tool uses career experience, not minimums • Getting Years of Experience (YOE) correct is key to a good match • How many years would it take for someone to be at ‘full proficiency’ or to ‘hit the ground running’
  34. 34. www.payscale.com Individual Contributor Entry Level: 1-3 years Intermediate: 4-7 Senior: 8+ Supervisory, Management, etc. Supervisor: 6-10 Manager: 10-15 Director: 15-20 VP: 18+ C levels: 25+ PayScale Recommends
  35. 35. Typical Education
  36. 36. www.payscale.com
  37. 37. www.payscale.com Tips & Best Practices • Match to the preferred education level example: Bachelor’s degree required. Master’s degree preferred • No preference? Select “Any” Selecting anything lower limits the data
  38. 38. Job & Management Responsibilities
  39. 39. www.payscale.com Tips & Best Practices • Number supervised includes both direct and indirect reports • Even if they are not the ultimate decision maker, if the job is involved with any of the management responsibilities, check the box
  40. 40. Typical Skills
  41. 41. Typical Skills
  42. 42. Financial Reporting Budget Management Financial Analysis Account Management Accounts Payable Accounts Receivable ADP Payroll System Bookkeeping Customer Service General Ledger Accounting Human Resources Excel Month-End Close Payroll Administration Quickbooks Tax Preparation Windows Operating System SAP Financial Accounting and Controlling Account Management Billing Collections Banking Bookkeeping Data Entry Data Processing
  43. 43. Financial Reporting Budget Management Financial Analysis Account Management Accounts Payable Accounts Receivable ADP Payroll System Bookkeeping Customer Service General Ledger Accounting Human Resources Excel Month-End Close Payroll Administration Quickbooks Tax Preparation Windows Operating System SAP Financial Accounting and Controlling Account Management Billing Collections Banking Bookkeeping Data Entry Data Processing
  44. 44. www.payscale.com Tips & Best Practices • Skills are not job tasks • Pick 3-5 of the highest level skills of the job • Use skills to capture oddities in jobs • Note software the job uses (except MS Office) • New skills are constantly added
  45. 45. Typical Certifications
  46. 46. Typical Certifications
  47. 47. www.payscale.com Tips & Best Practices You don’t need to choose just one, if they certifications are different Example: PHR vs. SPHR
  48. 48. www.payscale.com What about Hybrid Jobs?
  49. 49. www.payscale.com Benchmark to the higher level job Example: You’re hiring an accountant who can also be a receptionist, not a receptionist that will also do accounting work. If they left, you’d be hiring an accountant.
  50. 50. www.payscale.com If someone has responsibilities under two different, similarly paid roles, benchmark to the job they do most often. Then add skills and certifications that encompasses the secondary role
  51. 51. www.payscale.com But this really is a hybrid job! If you know the jobs, and you know the weighting, PayScale has a calculator that will do the heavy lifting.
  52. 52. www.payscale.com Non-benchmark jobs It’s an odd job. And that’s okay!
  53. 53. www.payscale.com A benchmark job remains consistent across diverse organizations, allowing employers in various companies and even different industries to use it as a basis for evaluation and comparison. Remember:
  54. 54. www.payscale.com Tips & Best Practices • Unanswered or blank compensable factors are considered “any” NOT “none.” • Pay for the preferred skill. • What’s the fail factor? • What do you value more? Benchmark for that.
  55. 55. www.payscale.com Q & A (we’ll email this out)

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