Webinar-How to Elevate Your Talent Analysis with Multiple Data Sources

How to Elevate Your Talent Analysis with

Multiple Data SourcesMykkah Herner, MA, CCPModern Compensation Evangelist

Michael DiazBenefits and Compensation Analyst

www.payscale.com

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Agenda

• Introduction

• Why getting it right matters

• Data market overview

• What to consider

• Real-time data in action

Introduction

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Michael DiazBenefits and Compensation Analysthttps://www.linkedin.com/in/michael-diaz-a2810568

Mykkah Herner, MA, CCPModern Compensation Evangelisthttps://www.linkedin.com/in/mykkahherner

www.payscale.com

PayScale Collects and Analyzes the Largest Database of Salary Profiles in the World

Trusted by over 5K businesses to help manage pay for more than 10M employees. Our solutions provide clients an in-depth understanding of their position in the market and how to attract the talent they need to move their business forward.

54mProfiles

5kCustomers

10mEmployees

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Market Data Should be Leveraged Cross-functionally

RetentionMarketData &

Analytics

Recruitment

Efforts

Engagement

Talent Developme

nt

Why Getting it Right Matters

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Macro Trends Driving the Market

2.5% July unemployment for college educated 25+

29% Pay boost commanded by premium skills like Scala

60% Of employees who feel underpaid intend to leave

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Salary data is more available than ever

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Turnover costs can run high

20%

150%

Data Market Overview

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Building a Clear Picture, Takes a Few Pieces

Crowdsourced data

Traditional surveys

Industry surveys

HRIS or internal data

Data aggregators

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Calibrating Decision Factors

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Real-time Data in Action

Leveraging real-time data for better compensation decisions

+

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Evolving Our Dataset

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Integration and Implementation

HR/CompTeam

Socialize with Exec Team

Gain Buy-in from Recruiting

Share with Line-managers

Provide to Employees

The Impact We’ve Seen

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Speed and Credibility

Have been able to deliver answers faster to meet business needs

1

2 Provided greater capability to match a broader base of roles

3 Closed credibility gap that arose from poor title matches

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A More Responsive Comp Structure

Value

Experience

$50K

$75K

Questions?