This form is specifically for companies that are looking to hire. Where possible, we have included both the base salary data and the data for on-target earnings (OTE). We focus on base salary to provide a consistent benchmark across different industries, as bonuses and benefits can vary significantly between companies. The annual salaries listed in the guide typically represent the base salary only.
- This guide will serve as a roadmap for you as you assess your recruitment strategies and methods for attracting, retaining, and developing talent.
- Check our HR Glossary to learn more about salary benchmarking, including its impact on employers.
- Our in-house researchers analyse your roles in context, considering size, sector, and structure, to deliver accurate, tailored salary data.
- Salary benchmarking helps you set comparative pay rates within your industry, so you retain staff and avoid the high costs of turnover, recruitment and lost productivity.
- In order to ensure our data contains the most comprehensive, up-to-date and contextually relevant collection of insights, we seek responses from as many industries as possible.
Their biggest strength lies in the depth and consistency of analysis, particularly for large organisations or senior roles where reliable benchmarks are harder to find. Published annually by consultants, they aggregate data from hundreds or even thousands of companies to define typical pay ranges across roles, industries and geographies. There are several ways to source this information – from traditional surveys to job board insights and salary benchmarking platforms – each with its own strengths and limitations. Reliable salary benchmarking depends on access to accurate, up-to-date compensation data. Use your findings as evidence in pay conversations with managers and employees, showing how salary ranges were set and why they are competitive for your industry, company size, and location. Finally, document your assumptions and criteria so that future reviews are consistent and transparent.
Whether you’re facing a last-minute request to evaluate pay for a new hire or planning your annual compensation cycle, Aon’s Radford McLagan Compensation Database has the tools you need to stay ahead. Reach out to the team to learn how we can help you use technology to make better decisions for the future. Our Technology Collection provides access to the latest insights from Aon’s thought leaders on navigating the evolving risks and opportunities of technology. These are just a glimpse of what CompAnalyst can provide to your salary benchmarking process. This is why choosing a compatible and reliable salary benchmarking tool could be the deciding factor for your company’s accurate and efficient pay practices. By leveraging accurate and up-to-date salary benchmarking data, organizations can confidently design compensation packages that balance market realities with internal equity.
Key factors affecting the compensation benchmarking data
For total compensation benchmarking yes — add pension, bonus, private medical, car allowance, and share schemes. Frame it as ‘aligning to market’ rather than a personal demand. Present specific market data (ONS ASHE, Glassdoor, industry surveys), your performance record, and the cost of replacing you. Gaps are larger in financial services and technology, smaller in public sector roles. Also benchmark when a new competitor joins, when LinkedIn shows strong demand for your skills, or when you’re considering a job move. If you wish to withdraw your consent in the future, contact us at to let us know.
We provide these percentiles because they are the ones most commonly used. The Robert Half 2026 Hong Kong Salary Guide is a resource for both hiring managers and jobseekers. If you’re concerned that salary benchmarking is a time-consuming process, then consider the following benefits. Make an effort to conduct periodic salary benchmarking to ensure that the organization’s salaries consistently align with market rates. Analyze the collected data to identify any gaps between the salaries offered by the organization https://alliancetac.com/leadership-and-management-training/onsite-course/succession-planning-developing-your-leadership-pipeline-course-outline and the market rates for similar positions in the job market. For example, conduct compensation surveys, use salary databases or other online resources, or consult with industry experts or recruiters.
Finance and accounting IT and technology Marketing and creative Legal, risk and compliance Administrative and business support Human resources It assists employers with recruitment, retention and workforce planning, while helping candidates with https://consultprofound.com/accounting-insights-navigating-growth-and-technology-trends.html?noamp=mobile career planning and salary negotiation. The 2026 Salary Guide offers hiring managers and jobseekers insight into pay trends and projected starting salaries across six professional disciplines. Schedule walk-through Need to hire?
Download The Cpl Salary Guide for Ireland 2026
Consider that 44% of organizations lose employees because they don’t provide competitive salaries, while employees who believe they are paid fairly are 30% more likely to be satisfied with their jobs. The Hays Salary Guide is considered the most trusted and comprehensive salary benchmarking tool in Australia and New Zealand. The Hays Salary Guide is an annual https://www.ournhs.info/5-uses-for-6/ resource that provides a benchmark for average wages across multiple industries and roles in Australia and New Zealand. This salary benchmarking tool uses industry-standard methodology that combines job level, sector, region, and experience to produce realistic market ranges. Get salary ranges tailored to your exact profile in seconds, not generic UK averages. This salary benchmarking tool combines your job level, sector, location, experience, and company size to estimate where you sit in the UK salary distribution.
Fact based insights to help you make informed decisions
Always cross-reference with live job adverts, recruitment agency feedback, and industry salary surveys for the complete picture. Actual salaries depend on specific employer budgets, individual negotiation, niche skills, and current hiring demand. Larger employers (250+ staff) often pay 3-8% more than micro businesses due to structured pay scales and resources.
Challenges and best practices in salary benchmarking
Explore the data to see how your pay stacks up and decide whether it’s time to negotiate a raise or explore new opportunities. There’s no fixed rate for salary growth, but trends can vary widely by industry, role and skill demand. Whether you’re in a specialised field or a broad professional discipline, you’ll find accurate salary insights tailored to your role and location. Backed by decades of data and market expertise, the Hays Salary Guide helps employers and jobseekers navigate the employment market with confidence. The guide captures a wide spectrum of salary ranges, from under $50k to over $250k, offering a clear snapshot of current pay expectations across 23 industries and 1000+ roles.