1. 7
Ques/ons
to
Ask
When
Evalua/ng
Salary
Surveys
Presented
by:
Tim
Low,
VP
Marke0ng
0ml@payscale.com
With
Ka0e
Bardaro,
Director
of
Analy0cs
and
Lead
Economist

2. AGENDA
o The
7
Ques/ons
you
Must
Ask
o Is
the
data
current?
o Are
all
loca0ons
covered?
o Does
the
data
match
your
unique
situa0on?
o How
many
compensable
factors?
o Where
does
the
data
come
from?
o How
much
0me
do
I
need
to
give
to
get
the
data?
o Is
the
data
complete?
o Audience
Q
&
A
(Please
submit
ques/ons
through
chat)

3. A
Brief
History
of
Salary
Data…
o 30
years
ago…
o There
were
salary
surveys
o Conducted
by
consultants.
Yearly.
o You
paid
for
a
‘slice’
of
data
o You
paid
more
for
each
slice
o 10-­‐12
years
ago...
o Online
data
emerged
o Not
all
the
same
o Today…
o crowdsourcing,
big
data,
real-­‐/me
analy/cs,
etc.

4. Ques/on
#1.
Is
the
Data
Current?
Old
data
might
not
reflect
current
trends
Tradi/onal
o Annual
o 3-­‐6
months
to
complete
o Must
be
aged
by
a
comp
professional
o By
the
/me
you
use
it,
it
could
easily
be
one
year
old
PayScale
o Collected
and
processed
con/nually
o Always
at
market
o No
need
to
age

5. Ques/on
#2.
Are
all
Loca/ons
Covered?
You
need
compensa5on
data
that
covers
all
loca5ons,
major
and
rural,
to
get
the
right
fit
for
you.
Tradi/onal
o Limited
geographies,
typically
major
ci/es
o Data
must
be
adjusted
to
account
for
cost
of
living
differences
and
posi/on
demand
for
loca/ons
outside
of
that
scope
PayScale
o Unlimited
geographies,
most
specific
loca/ons
covered
o Matches
for
rural
loca/ons
are
more
precise
o No
need
to
adjust
the
data

6. Ques/on
#3.
Does
the
Data
Match
You?
Your
employees
may
have
a
unique
combina5on
of
knowledge,
skills
and
abili5es
Tradi/onal
o It
may
include
pay
differen/als,
different
years
of
experience,
cer/fica/ons,
or
skills,
but
never
in
combina/on
with
each
other
o If
the
posi/on
is
unique,
it
may
not
be
covered
PayScale
o Combina/ons
of
skills
and
abili/es
are
covered
o Broader
base
of
input
means
unique
posi/ons
can
likely
be
matched

7. Ques/on
#4.
How
Many
Compensable
Factors?
The
more
factors
included,
the
more
accurate
the
salary
data
Tradi/onal
o Must
find
slices
of
data
that
match
all
the
compensable
factors
o Intensive
calcula/ons
needed
to
blend
the
data
PayScale
o Matches
your
unique
job
to
a
market
salary
o Your
employee’s
educa/on,
skills,
experience
level,
cer/fica/ons
and
more
are
matched
o 250
compensable
factors
with
more
than
2000
skills
and
3000
cer/fica/ons

8. Ques/on
#5.
Where
do
they
get
the
data?
Data
transparency
lets
comp
pros
make
beCer
decisions
about
how
well
the
data
source
matches
their
employees
Tradi/onal
o Data
collec/on
methods
are
well-­‐known
and
understood
o However,
exact
sources
of
data
are
not
included
in
a
survey
o Some
consultants
and
online
survey
providers
aggregate
informa/on
from
mul/ple
sources
and
don’t
provide
those
details
PayScale
o Transparent
o Our
methodology
is
public
and
data
sources
are
provided,
right
down
to
specific
user
profiles
(anonymous
of
course)
that
provided
the
info
o PayScale
tells
you
why
it
used
the
source
as
a
match
and
gives
you
control
over
which
data
is
used

9. The
PayScale
Way:
An
example…

10. Using
the
45
closest
matching
profiles,
these
factors
drive
the
salary
#
for
your
par0cular
job

11. PayScale
shows
you
actual
profiles
that
went
into
your
match

12. Ques/on
#6.
How
much
/me
do
you
have
to
invest
to
get
the
data?
What
is
required
to
be
eligible
to
receive
the
data?
How
much
5me
to
do
you
have?
Tradi/onal
o Paper,
spreadsheets
o It
is
typically
required
or
requested
that
employers
par/cipate
in
their
surveys
before
receiving
results.
Comprehensive
data
about
the
company,
policies,
prac/ces
and
salaries
must
be
provided
o The
employer
then
waits
typically
6
months
to
get
the
results
o Time
must
then
be
spent
to
match
the
general
salary
data
to
the
specific
situa/on
PayScale
o Cloud
sofware
o Entering
a
job
/tle
unlocks
a
set
of
ques/ons
about
compensable
factors
affec/ng
pay
for
that
/tle
o Adding
in
more
details
yields
greater
accuracy
o PayScale
tells
you
instantly
what
that
job
should
be
paid,
including
recommended
ranges
o No
aging
or
blending
required—data
is
real-­‐/me
and
at-­‐market

13. Ques/on
#7.
How
complete
is
the
data?
OGen,
employers
compete
for
talent
in
more
than
one
labor
market
Tradi/onal
o Charge
individually
for
each
‘slice’
of
data
and
add
up
the
different
segments
you
need
to
create
a
final
price
o It’s
some/mes
not
possible
to
access
the
en/re
database
of
salary
informa/on
PayScale
o 100%
of
data
is
available
to
each
PayScale
subscriber
o 36
million
salary
profiles
o Accurate
salary
matches
for
all
your
posi/ons
are
very
likely
o Providing
matches,
not
slices,
is
more
modern
and
more
customer-­‐friendly

14. On
“They're
like
the
10
Tradi/onal
O'clock
news.
I
don't
wait
Salary
‘/l
10
0'clock
to
watch
the
Surveys…
news
anymore.
PayScale
is
informa/on
on
demand.
”
Shad
Glass,
Director
of
HR,
Kimray,
Inc.

18. Special
Access
for
You:
Get
the
Complete
Whitepaper
Presented
by:
Tim
Low,
VP
Marke0ng
0ml@payscale.com
Ka0e
Bardaro,
Director
of
Analy0cs
and
Lead
Economist