Compensation & Benefits Surveys
Leveraging compensation and benefits survey data
Stay competitive
Maximising talent retention
Unlock the answers to questions such as these and many more via our fully customisable compensation & benefits surveys.
Whether your company is expanding into new territories, seeking to remain competitive in the face of talent wars or wishes to confidentially build a future candidate pool, Jurupa’s thorough approach to compiling and delivering research projects brings multiple benefits.
Compensation and benefits surveys can provide valuable insights into an organisation’s compensation and benefits practices, helping them to attract and retain top talent while remaining compliant with laws and regulations.
Benefits
Establishing competitive pay & benefits
Let us help you to determine whether your pay and benefits packages are competitive with those of other companies in the same industry or location. By understanding what your competitors are offering, it becomes easier to adjust your compensation packages to attract and retain top talent.
Retaining employees
Maintaining competitive remuneration packages can help your organisation to retain your employees, especially those who may be considering leaving for better pay elsewhere. By utilising a comp & bens survey to identify areas where your pay structure may be lacking, you’ll have the opportunity to make targeted improvements which in turn reduce turnover.
Attracting new talent
Offering the right compensation undoubtedly helps to attract outstanding new talent. This in turn will help to attract top percentile applicants as well as speculative resumes.
Ensuring compliance with rules & regulations
Another equally important feature of our comp & bens surveys is that they enable companies to ensure that their salaries and benefits are compliant with local and national laws and regulations.
Making data-driven decisions
The live market data that Jurupa gathers enables our clients to make informed, data driven decisions which better align with their long term goals and objectives goals and objectives.
What data are you looking to gather?
Our team of researchers have years of experience of going out to market and procuring live information to help you make informed decisions based on live raw data. Here are some examples of the types of questions we would ask you:
- How many positions do you require data for?
- How many different levels of seniority?
- How many different locations?
- Who are the target companies / competitors?
- How quickly do you need to data?
- How would you like the data to be presented? A report / a summary or just raw data?
- Have you thought about any qualitative data – what do people want from their careers?
- Could it be helpful for your talent acquisition team to be looped into the project?
- Depending on the results of the survey, are you likely to utilise the data for a future search?
Delivery process
We operate a clearly defined 7-step process when it comes to project execution.
1.
Briefing
2.
Research & mapping
3.
Data collection
4.
Data processing
5.
Weekly meetings
6.
Summary & reporting
7.
Feedback & next steps (where applicable)
Market insight
Our research brings the added benefit of qualitative research.
This is a type of research that aims to gather and analyse non-numerical data in order to gain an understanding of individuals’ social reality, including understanding their attitudes, beliefs, and motivation. What are 7 relevant examples of how this could be highly insightful information for your organisation to obtain
- Insight into structures, reporting lines, size of teams
- Perception of your organisation in the market
- Who are the competitors from a talent attraction point of view and why?
- What is attractive to the talent cohort as an employer?
- Who are the destination employers and why?
- The cohort’s job seeking habits e.g. how/where do they look for their next roles?
- Anecdotal insight into ‘market soundings,’ such as what target firms might be hiring / scaling back operations and/or structurally changing
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