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HeraldNet: Go online to track pay by job and location

Adam — Sat, 13 Jun 2009 19:53:24 +0000

HeraldNet: Go online to track pay by job and location
SalaryBase.com. This site makes it easy to compare your salary with others in your field. Insert your position, location and current salary, and click on “My Salary Report” to see how you fit in with other people in your field or region. Keep in mind that the site only shows salary details gathered from other users like yourself, rather than through quantifiable research studies.

Salary.com and PayScale: who are your (true) customers?

Adam — Sat, 13 Jun 2009 19:52:37 +0000

Nicely written piece by Spirngraise (nice nickname BTW), who’s really re-thinking and stating who the customers of the 800lb online salary info folks – the works or the companies’ HR?
springraise is coming…: Check in on Salary.com
Check in on Salary.com
After yesterdays announcement by Payscale.com, I thought, why not check in on Salary.com to see what their position is on helping employees maximize salary potential. According to Salary.coms Corporate Overview section: “Today, the consumer-facing site generates over 4 million visitors per month and syndicates its content across a network of over 2,000 sites including AOL, Yahoo and Monster.com. These services help to educate employees, and equip them with the critical tools necessary to engage employers in meaningful dialogues about pay and performance.”
I find it so strange that neither Payscale nor Salary explicitly say that they help consumers maximize their compensation. What does “…equip [employees] with the critical tools necessary to engage employers in meaningful dialogues about pay and performance” actually mean? It means, we dont want to anger the corporations that pay us a lot of money for our salary reports by advocating higher salaries for employees.
From Salary.coms “Business Offerings” section, which is the next paragraph from the one discussed above: “Today’s strategic HR department is faced with new mandates from the executive suite to attract and retain the best talent and demonstrate the ROI of sound workforce management strategies. ” Wait, did I read that right? “ROI of sound workforce management strategies”? Besides using the ROI measure erroneously you cant apply that measure to people by definition, the implication is that Salary.com produces software solutions to help companies maximize their profit on each employee hire.
Can both of these market leaders service somewhat competing interests effectively? Or more simply asked, Can these companies continue their two-faced actions and expect to keep our trust?

Cubicle Digest – Something Other Than Work

Adam — Sat, 13 Jun 2009 19:50:08 +0000

Cubicle Digest – Something Other Than Work
Is it time for a raise?
By cubeguy
Want to know how much your cubicle neighbor is making? It might be time to start yelling “Show me the money!” Time to check out www.salarybase.com! The site can get a rough estimate of how much you should be earning for your job position. Unfortunately, salary numbers are mainly for workers in the U.S., but more data keeps getting added. All you need to do is enter your job title, answer a few questions like the size of your company, whether it’s privately or publicly owned and then wait for the results. It will give you a range of reported salaries for your job and show you how you compare to the average. The site also includes some neat tools allowing you to explore how salaries for your job description can vary depending on geography as well as a trends over time.

Salarybase.com – compensation data for salary negotiation or internal review | Businesshackers

Adam — Sat, 13 Jun 2009 19:37:31 +0000

Salarybase.com – compensation data for salary negotiation or internal review | Businesshackers
Salarybase.com is a novel project aiming to bring employees more compensation data when confronted in salary negotiation or internal review. The service which was launched last year, already aggregates reports from many thousands of employees who reported anonymously their salary profiles. In return for the sharing, they got a comprehensive view on their situation in a few dimensions. The simple and most importantly free service is supported by advertisements and creates a powerful tool for employees.
Using the service is straightforward. Launching the site, you’re asked to fill in the following work parameters: job-title, metro area, yearly salary, bonuses, education, years of experience, industry and employer’s size. Once you fill all these data, you got the free ticket to watch personalized statistics per your situation.
The reports compare you to other folks in the same job capacity across your country and metro areas. It also enabled you to see your stats vs. other industries and changes throughout the last few months.

KillerStartups.com – Transparency In the Workplace, Know Your Worth

Adam — Sat, 13 Jun 2009 18:16:19 +0000

Appreciate the posting KillerStartups.com (thanks Siri!) – folks please please kill us!
In his own words:
“Has it crossed your mind that you’re not being paid nearly enough for what you do? Do you want to ask for a raise but have nothing substantial to back up your demand? SalaryBase wants to help you. Users share their employment profile and get access to the database with statistical data concerning their relevant field. Information is anonymous and it’s monitored for accuracy—any false info will be removed. SalaryBase is for employees, by employees; you’ll find out what your skill set and experience is truly worth. Free, they claim, is their middle name, so don’t worry about cost.”

Tips for Negotiating Salary and Other Benefits | Your Career Blog

Adam — Sat, 13 Jun 2009 18:14:17 +0000

Tips for Negotiating Salary and Other Benefits | Your Career Blog
You should know that everything about a new job offer is negotiable, from your salary and vacation time to your job description and professional membership fees. How much you can gain from your new job depends on numerous factors, including the size of the prospective employer, your professional level, and your background and skills. Your success in negotiations also depends on how skillfully you can present your basis for getting the best possible compensation package.You can start negotiations only after you have been given a formal job offer. When you enter into negotiations, be aware that a prospective employer may withdraw an offer if it feels that your requests are excessive and not in line with what the company can offer. To make sure that you don’t find yourself in this unpleasant situation, let the prospective employer know that you are committed to joining the firm, but that you feel that you bring more value to the firm than what the offer represents. Use concrete examples to illustrate your points, drawing upon your expertise, work history, technical skills and certifications, awards and recognition, education, professional network, and intangible skills (such as communication and presentation abilities). Be sure to, at every possibility, link how what you have to offer directly meets the company’s needs.
Here are some additional ground rules to follow to negotiate your best possible compensation package:
* Do your homework. Before you begin negotiations, do some research on the base salaries for your professional level, market, and geographic location. Once a prospective employer has made the job offer, don’t accept it right away. Ask for a few days to make your decision-this will also give you time to prepare for your negotiations.
* Don’t state your salary requirements. Let the prospective employer establish the baseline. If you are the first person to suggest a salary requirement, you run the risk of providing a figure that is either higher or lower than the company’s estimate-and this gaffe can result in a poor impression of you. Instead, ask the prospective employer for the salary range of the position that has been offered. It is to your advantage to start negotiations from a figure the company offers.
* Show your interest in the company. Throughout your discussions with a prospective employer, be sure to state your interest in the position, company, and industry. If you appear to be interested in the company, an employer is much more likely to give you what you want than if you appeared to have lukewarm feelings for the firm.
* Do not embellish the truth. If a prospective employer requests information about your latest salary and other benefits, do not lie in hopes of getting a better compensation package. Employers can easily verify the information that you provide. If an employer finds that you have lied, you will probably jeopardize not only your compensation package, but your offer for employment as well.
* Think beyond salary. If a hirer cannot meet your salary demands, think about negotiating for other items in your compensation package. These can include your job description and scope of work, starting date, budget and resources, relocation expenses, company match for a 401(k), vacation time, education assistance expenses, professional and gym memberships, company car reimbursement, stock options, bonus, and medical, dental, and other insurance plans.
* Don’t panic. If a prospective employer does not immediately respond to one of your negotiation demands, don’t panic. Let the hirer make the next move. Also, if a prospective employer says that he or she does not think the company can meet your demands, keep the conversation going by staying somewhat flexible in your demands.
* Don’t give up. If a prospective employer cannot meet some of your demands, try negotiating long-term items, including an automatic pay increase after an annual review.
* Get the offer in writing. Once you agree to a total package, get the final offer in writing.
Remember, salary negotiations can be a stressful time for both you and your prospective employer. Stay respectful and professional at all times-you don’t want to damage a working relationship or a valuable contact.
By knowing what your ideal compensation package is, and by following these few negotiating tips, you can successfully obtain the best compensation package possible for you.

MoMB: SalaryBase

Adam — Sat, 13 Jun 2009 18:06:14 +0000

We’ve been joining the Beta Museum of Saurier!
MoMB: SalaryBase

Delatores

Adam — Sat, 24 Mar 2007 18:03:20 +0000

These are some general figures for software folks, not as granular in terms of job titles but still interesting (though I couldn’t figure out the cost of living factor Delatores have put in)
Source:Delatores

Where are software developers paid the most? The answer depends on two factors: raw salary and cost of living. When a raw salary is combined with a cost of living index an adjusted salary can be determined. The adjusted salary represents the actual buying power of a salary