Benchmark on new hires and demands from applicants
Driven by the shortage of skilled workers, many companies report that they are receiving significantly higher salary demands in job applications – especially in the IT environment.
In order to be able to respond to this development – in terms of HR policy or directly in recruiting – it is important to understand how the market is developing:
- Is the change short-term or sustainable?
- Is it function-specific or wide-ranging?
- Is it regional or national?
However, such information is difficult to derive from standard benchmarks, which are conducted annually and usually include all employees in an organization.
In order to make short-term developments in compensation visible, the Lurse benchmark “New Hire” therefore looks at new hires and applicant demands on a semi-annual basis. The concept consists of two modules:
In the first module, compensation data is collected exclusively from new hires in all functions over the last six months, making changes in hiring practices transparent and benchmarkable.
The second module starts in the recruiting process and systematically collects the demands of all applicants – both in terms of salary and other benefits and conditions, regardless of whether they were hired. The focus is on “top jobs” in the IT environment.
All participants of the Lurse studies and interested companies are invited to participate in the benchmark. They receive a detailed electronic report on the surveyed design features.
Practical side effect for participants: They can benefit from data transparency on applicants demands and thus improve their recruiting process.