HRTech #FutureofWork #AI #HCM #Leadership #Recruiting #WomenInTech #HRTechnology #Digitalworkplace #TalentMobility #CHRO #PeopleAnalytics #HRTechExpo #EmployeExperience #WomenInBusiness #Analytics #Chatbot #Blockchain #EmployeeExperience. aoutwater : Sr Director of Marketing for ADP DataCloud Big Data & Analytics (tweets are my own), youth baseball coach, Kayaker/Backpacker, Go Jumbos. NickyClementUL : HR VP Organisation & People Analytics @Unilever. MORE

Next week, June 18 – 21, the PayScale crew is off to New Orleans for SHRM17 Annual Conference and Exposition. Katie Bardaro , VP of Data Analytics. Sales & Marketing Strategies for HR : This session will help you incorporate marketing and selling skills into your list of competencies. We’re excited – we love the chance to talk with customers and future customers. Our theme is Bring Pay Forward, which means transforming comp. MORE

The quest to understand how businesses are competing in the market for jobs would be a lot easier if you had a crystal ball. We all know we are competing in the ‘market,’ but how do you define what the market is? Here at PayScale, we know developing a talent market strategy matters. How large are the organizations you tend to compete with for talent? What analytics are you tracking related to organizational priorities? MORE

We now have the unprecedented opportunity to harness artificial intelligence (AI), machine learning and the power of predictive analytics to find out where hidden talent lies. Measurements can assess cognitive attributes, emotional intelligence, health & wellbeing, personality, behaviour, culture and team fit, as well as other core skills and competencies. MORE

In years past, PayScale has faced crossed arms, skepticism, and comments like, “I don’t believe in user-submitted data,” because we were doing something different (innovating?) It’s been a year since PayScale added MarketPay to our business, and we’ve learned a lot about enterprise total rewards from our new colleagues. MORE

Since then the need for data scientists has skyrocketed but the supply has not, which puts recruiters in the delightful position of having to compete with more and more recruiters for a dwindling supply of talent. According to Payscale , the median salary of a data analyst is $55,000 while the median salary of a data scientist is $93,000. It’s been three and half years since the Harvard Business Review declared that data scientist was the sexiest job of the 21st century. MORE

A PayScale report explains the mismatch between the skills employers expect from graduates and graduates actual preparation for work. Katie Bardaro, PayScale VP of Data Analytics, says, “The data we’ve collected show that even though their education may make recent college graduates feel prepared to enter the workforce, only half of hiring managers agree with them; managers feel crucial skills in recent graduates are frequently lacking or absent.”. MORE

As a result, many organizations will have to change or update the skills and competencies of their workforce. Learning & development jobs aim to optimize the skills and competencies of a company’s employees. L&D directors also have an analytical role. MORE

I was lucky enough to sit down with PayScale’s Lead Economist and VP of Data Analytics, Katie Bardaro to discuss their research into HQ2 and related talent considerations. Bardaro: Organizations located in the same place as HQ2 will now be competing with a tech juggernaut who offers numerous benefits and competitive wages. ” See above about the risks of having a dissatisfied workforce when competing with Amazon. MORE

Predictive analytics can help insurance companies make that determination by pulling both internal data about past competencies needed in a role and a candidate’s own data to determine the potential for success for that role. Younger workers want to see a future career path with a company before they accept a job offer, a Generations at Work report by PayScale and Millennial Branding argues. The insurance industry is facing a serious threat in the form of a talent crisis. MORE

Jenni Marquez, CCP, PayScale Compensation Professional Most organizations don’t intend to pay employees low, but market shifts and legislation changes can often result in underpaid employees. Market should be the industry, company size, and location where you compete for talent. I repeat— where you compete for talent. PayScale is a perfect example. In PayScale’s Insight Analytics, we deem an employee underpaid if their pay falls 20% or more below the target percentile. MORE

PayScale Exciting News! PayScale announced it will merge with MarketPay! PayScale will incorporate MarketPay’s advanced data management and market pricing applications for large organizations into its line of innovative compensation solutions. Additionally, PayScale will continue to provide support for MarketPay’s On-Line Market Pricing System—utilized by 650 enterprise customers including 200 of the Fortune 1000. MORE