5 Salary Survey Data Resources for HR Professionals, Directors and Managers...

Here are 5 EXCELLENT Salary Data resources for Human Resource Professionals...

1. Local Salary Survey Data by Location, City and State
This is a list of the 100 most-requested cities on ERI's affiliate site, SalaryExpert's, free Salary Calculator in the last 30 days. Choose a location to view free salary survey data. Providing you choices to find the most accurate and up-to-date compensation information, ERI Economic Research Institute has a range of salary tools, salary surveys and products to fit your specific needs.

2. The Salary Assessor® - Free Demo
The Salary Assessor® is used by thousands of companies for its reports on competitive salary, incentive and total compensation ranges for over 5,800 job titles in the US and Canada. This demo edition provides access to a limited dataset for product evaluation purposes.

3. Salary Survey Data by Job Title
This is a list of the 50 most-requested job titles on Careerbuilder's CBSalary.com in the last 30 days. Their salary calculator uses salary survey data provided by ERI and PAQ's eDOT Skills Project.

4. Salary Survey Data, Compensation and Comparison Tools
Providing HR professionals with choices to find the most accurate and up-to-date compensation information, SalaryExpert.com has a range of salary tools, salary surveys and products to fit your specific needs.

5. Executive Compensation Calculator
ERI's Free Executive Compensation Calculator reports broad-range executive salary values and allows for easy comparison of executive positions but when you need the most up-to-date, reliable data adjusted by geographic area, industry, organization size, pay strategy, compensation valuation, and planning.

5 Ways to Get Better Compensation in 2009 from MSN-CareerBuilder.com

5 Ways to Get Better Compensation in 2009
By Anthony Balderrama, CareerBuilder.com writer

The normal way to ring in the new year is by creating a list of resolutions that results in you eating straight from the fridge at midnight so you're not technically cheating on your diet. If you received a good performance review at work, you might be fortunate enough to get a raise (to offset the cost of the gym membership you'll never use).

As you're undoubtedly aware, businesses are operating with caution these days and watching their bottom lines more closely than ever. Accordingly, employees are feeling the pinch. Maybe year-end bonuses and holiday parties were smaller or nonexistent this winter. Expect lean operations to continue for a while longer, but don't assume you have no chance of receiving a salary boost.

Whether you're already employed or negotiating a job offer, all hope for bumping up your compensation is not lost. With the right amount of flexibility and good timing, you can end up getting what you want.

Prove your worth
Don't expect to earn a hefty paycheck based on your merits if you have no proof of your accomplishments. Specificity is the best friend of job seekers and employees. When budgets are already tight, employers won't be willing to hand out more cash than necessary. Businesses are always trying to do more with less, but these days they are forced to.

If you're already employed, your boss might not notice your accomplishments. Smooth operations mean no hiccups or need for finger-pointing; therefore your good work might go unnoticed. You should be able to list specific achievements during your time at the company to be a reminder of your accomplishments. Did you increase sales, make operations more efficient or receive positive feedback from clients? If so, have proof and use it. Quantifiable numbers and direct quotes make a better case than pretty phrases.

For job seekers, the story is the same, except your highlights should span your career. A strong track record throughout your work history gives a hiring manager good reason to expect more from you ... and do more for you.

Know the market
Although you might think you're worth a seven-figure salary, your boss isn't likely to agree, so don't walk into negotiations thinking you can start at $1 million in order to negotiate your way to an $80,000 salary. Your boss probably knows how much other workers in similar positions earn and so should you. Go to salary sites, such as CBSalary.com, and see what the standard rate is for your job title in your city or across the country. Putting your salary in context gives you realistic expectations and helps you bargain effectively.

Read the FULL Article at: http://msn.careerbuilder.com

Two Free Salary Software Editions for Subscribers of (ERI) Economic Research Institute.

Two Free Editions for Subscribers of (ERI) Economic Research Institute...

ERI subscribers now have free access to two new Assessor Series beta editions. The Nonprofit Comparables Assessor has the ability to search and review over thirty million individuals' names and compensation found in US publicly available documents in a new FullXwalk tab; see ERI's October 2008 newsletter. And the redesigned Competency Assessor (Occupational) now contributes weighted subscriber Subject Matter Expert data to PAQ's eDOT Competency Project; see ERI's January 2009 newsletter.

Order any Assessor Series product or traditional ERI Salary Survey, each fully derived from employer-provided sources, and an accompanying License Code will allow access to these databases. 27,030 subscribers and survey purchasers have been mailed enhanced Codes to complement their subscription periods; for a demo License Code(s), click here.

Visit ERI for more information: http://www.erieri.com

Recruiting Predictions for 2009 from ere.net

We’re already a week into 2009, and everyone else has already published their predictions for the year. In the spirit of better late then never, here are a few from ere.net:

1. 2009 will be a painful year for recruiters. It’s obvious, but how could I leave this off the list? We’re in a recession, and as employment numbers continue to fall it will get worse for recruiters before it gets better. When will the turnaround come? Hiring typically lags behind corporate profits, so don’t expect recruiting activity to pick up again until after companies’ profits start rising again.
   
   
2. There will be less of us. As was pointed out to me today on the Recruiting Animal Show, I’m an old salt in the recruiting world at the not-so-tender age of 34. The last time I saw our profession contract was in the recession of 2001, when we simply had too many recruiters trying to fill too few open positions and thousands of professionals moved on to greener pastures. The strong and the lucky will once again survive, and those who are not at the top of their games will move on. In the last recession, many went into real estate. This time it will be different.
   
   
3. Recruiting stocks will rebound. As an industry, the public companies whose businesses connect people with employment opportunities will rebound before the year is through, including Monster, Taleo, DICE Holdings, Kenexa, Manpower, and Spherion, barring any issues specific to the individual companies. If the economy is so scary, why predict a rebound? The stock market is a forward-looking discounting mechanism, and in the next few months I expect the worst expectations to be priced into the stocks of these companies, and for investors to begin to look forward to better results in the future. On the other hand, Workstream will finally be delisted.
   
   
4. Social Media will play an ever-increasing role in our personal and professional lives. Yeah, this is a safe one. There are still plenty of people whose lives have not been touched by Facebook, LinkedIn, Twitter, and others, but there are less every day. More and more, it’s where people, young and old, are communicating and managing relationships, and smart recruiters always fish where the fish are. Also, the pace of innovation in Social Media will not slow down any time soon. Why? Because even though venture capital money is drying up, it does not take much capital to build these things. (BTW, I’ve linked above to my profile on each of these social networks, so be my friend!)
   
   
5. Social media overload/backlash. With social media innovation continuing at a blistering pace, we are constantly being barraged with new, cool-sounding social tools and networks. There are only so many hours in the day, and we are forced to pick and choose the services that best meet our lifestyles and objectives. In the fight to stand out from the pack, implicit promises are being made about why every single service is the best. Inevitably, people are going to be disappointed with those that do not live up to expectations. The best will continue to grow, while the ones that do not stand out from the crowd will quietly go away.
   
   
6. Social networks will make finding a business model their top priority.huge audiences, but here’s a pop quiz — which of the following social networks made money in the last year — YouTube, Facebook, or Twitter? Not a single one. And in this economy, not even Google, YouTube’s parent company, can afford to have a money-losing property. Finding a solid revenue source to sustain their torrential growth will be the goal of every major social network. They’ve proven that they can attract
   
   
7. …and the medium-sized players won’t make it. The biggest networks have or will raise enough investment money to give them time to find workable revenue models. The truly tiny social networks will find their niches and targetted advertising dollars will follow. It’s the medium-sized services — the Facebook wannabes — that are going to fall by the wayside, being snapped up on the cheap by acquirors or simply going out of business.
   
   
8. Vendor shakeout. It’s not only the social networks that will see a shakeout. This year will be brutal on the vendors that serve our profession. Less hiring = less recruitment spending = less business. Layoffs, consolidation, and bankruptcies will be norm until things stabilize later in the year. The strongest, and those with the best relationships with their customers, will survive.
   
   
9. Recruiters will try to shift towards the most cost-effective tools. Not the cheapest, but the ones with the most return on investment. Of course, recruiting departments do a notoriously poor job at measuring their own results, so I expect to see a lot more focus on metrics and measurement. Expect plenty of debate over how to properly evaluate recruiter performance and industry metrics in the next few months.

Read the FULL Article at:
http://www.ere.net/2009/01/09/recruiting-predictions-for-2009

PAQ.com providing competency tools, questionnaires, forms, reports and more...

PAQ competency tools (questionnaires, forms, and reports) assist in managing an organization's most important assets, its employees. Other approaches consist of task-based statements, and task-based competencies alone are complex and impractical, with millions of task and related mission statement combinations. PAQ's approach to competencies, built around abilities and aptitudes, are understandable for use in recruiting, talent, and reward management.

PAQ's competencies serve as a universal language describing all jobs, allowing successful implementation of whatever HR management approaches are utilized. Explore PAQ because, besides saving time and expense, PAQ's web-based competency tools avoid the failures of more complex competency systems.

Learn more at: www.PAQ.com