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Job Matching
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IntroductionAshley Adair, PHR, SHRM-CPBenchmarking Lead
Jenni Marquez, CCPSr. Comp Professional
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Job Matching for compensation planning
and strategy
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Agenda1. Basics2. Art3. Science4. Q&A
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The Basics
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Benchmarking:Defining your workforce through job matching, market information, and your organization’s overall strategy.
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A benchmark job remains consistent across diverse organizations, allowing employers in various companies and even different industries to use it as a basis for evaluation and comparison.
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Job matching is part of the benchmarking process.
Job matching is the process by which you choose which factors are compensable for the job.
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40 Million Salary Profiles250 Compensable Factors
10 Org types 350 Industries 14,000 Positions
The World’s Largest Salary Database
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Apples to Apples
To get the best data, you need to make sure that the job in your workforce matches up with task list of the PayScale title you choose.
You can proceed with confidence if 70% or more of the tasks align with your job.
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Match jobs, not peopleMatch Jobs, not People
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Compensation: Both Art & Science
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The Art
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What is the essence of this job?
“I don’t have all of my job descriptions
together yet. I’m still working on them!”
To match jobs in PayScale, you don’t need to have the
same long JD that you’d use on your career site.
You just need to know the key compensable factors.
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Searching by Title
“Also Known As”: similar titles for the same job
All of the data from “Also Known As” roles is ‘rolled up’ into the main title
A rose is a rose is a rose….
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Tips & Best Practices:• When searching; less is more! • A “good match” is when 70% or greater of the
task list aligns with the job in question• You cannot edit job tasks• Consider flipping your search around• example: Director of Sales vs. Sales Director
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Job Matching by Tasks
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Careers at OurCompany, LLC
ROLECode NinjaSocial Media MavenDirector of First ImpressionsVP of Misc. StuffDesign SherpaAmbassador of BuzzDigital ProphetCustomer Evangelist
LOCATIONSeattle, WASeattle, WASeattle, WASeattle, WABoise, IDBoise, IDBoise, IDRichmond, VA
Sometimes you can’t go by title
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The Science
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What are the compensable factors for this job?
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The Blue Number
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Years Experience
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Tips & Best Practices:• Our tool uses career experience, not minimums• Getting Years of Experience (YOE) correct is key
to a good match• How many years would it take for someone to be
at ‘full proficiency’ or to ‘hit the ground running’
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Individual ContributorEntry Level: 1-3 yearsIntermediate: 4-7Senior: 8+
Supervisory, Management, etc.Supervisor: 6-10Manager: 10-15Director: 15-20VP: 18+C levels: 25+
PayScale Recommends
Typical Education
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Tips & Best Practices• Match to the preferred education level
example: Bachelor’s degree required. Master’s degree preferred
• No preference? Select “Any”Selecting anything lower limits the data
Job & Management Responsibilities
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Tips & Best Practices• Number supervised includes both direct and
indirect reports
• Even if they are not the ultimate decision maker, if the job is involved with any of the management responsibilities, check the box
Typical Skills
Typical Skills
Financial Reporting Budget Management
Financial AnalysisAccount Management
Accounts PayableAccounts Receivable
ADP Payroll SystemBookkeeping
Customer ServiceGeneral Ledger Accounting
Human ResourcesExcel
Month-End ClosePayroll Administration
QuickbooksTax Preparation
Windows Operating SystemSAP Financial Accounting and Controlling
Account Management BillingCollections
BankingBookkeeping
Data EntryData Processing
Financial Reporting Budget Management
Financial AnalysisAccount Management
Accounts PayableAccounts ReceivableADP Payroll System
BookkeepingCustomer Service
General Ledger AccountingHuman Resources
ExcelMonth-End Close
Payroll AdministrationQuickbooks
Tax PreparationWindows Operating System
SAP Financial Accounting and Controlling Account Management Billing
CollectionsBanking
BookkeepingData Entry
Data Processing
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Tips & Best Practices• Skills are not job tasks• Pick 3-5 of the highest level skills of the job• Use skills to capture oddities in jobs• Note software the job uses (except MS Office)• New skills are constantly added
Typical Certifications
Typical Certifications
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Tips & Best Practices
You don’t need to choose just one, if they certifications are differentExample: PHR vs. SPHR
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What about Hybrid Jobs?
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Benchmark to the higher level job
Example: You’re hiring an accountant who can also be a receptionist, not a receptionist that will also do accounting work.
If they left, you’d be hiring an accountant.
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If someone has responsibilities under two different, similarly paid roles, benchmark to the job they do most often.
Then add skills and certifications that encompasses the secondary role
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But this really is a hybrid job!
If you know the jobs, and you know the weighting, PayScale has a calculator that will do the heavy lifting.
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Non-benchmark jobs
It’s an odd job. And that’s okay!
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A benchmark job remains consistent across diverse organizations, allowing employers in various companies and even different industries to use it as a basis for evaluation and comparison.
Remember:
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Tips & Best Practices• Unanswered or blank compensable factors are
considered “any” NOT “none.”• Pay for the preferred skill.•What’s the fail factor?•What do you value more? Benchmark for that.
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Q & A(we’ll email this out)
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