Career of the week: Compensation Analyst
Compensation analysts determine whether a company is paying salaries and providing benefits that are competitive and equitable, according to StateUniversity. Their goal is to help companies attract and keep competent employees. Compensation analysts must meet a variety of skills and experience requirements to do their jobs effectively.
- Compensation analysts must be detail-oriented and organized. They should be familiar with laws and regulations associated with affirmative action, fair labor standards, veterans’ preference and salaries as well. These professionals also should have strong analytical, verbal and written skills and understand how an organization functions. In addition, employers look for compensation analysts who know survey methodology or even point-factor job evaluation systems. Compensation analysts additionally must be self-directed, adaptable to change and able to lead a team of people or a project.
- Compensation analysts usually have a bachelor’s degree with no specific major required, but some employers prefer a Master of Business Administration degree or an equivalent in human resources management. Bachelor’s degree majors such as business or public or personnel administration also offer individuals suitable background in the field. Employers additionally might require job candidates to have several years of progressively responsible positions in compensation or human resources. Many compensation analysts also take an exam on the practice and theory of compensation administered by the WorldatWork Society of Certified Professionals. Passing the exam earns an individual a Certified Compensation Professional designation and increases advancement opportunities.
- The demand for compensation analysts remains strong with growing emphasis being placed on the concept of “comparable worth.” This idea aims to establish the comparability of job types and job titles for salary purposes across employers and industries, according to StateUniversity. The average compensation analyst salary in 2010 is $72,000, according to Indeed.
Duties
Compensation analysts evaluate existing and proposed jobs and classify them according to their levels of responsibility and importance to the employer. They then research what comparable jobs pay in the marketplace and develop competitive salary and benefit structures to ensure they attract job candidates who can work hard and offer a long-term commitment. Their duties include conducting salary surveys, examining predictions for market changes in salary ranges, interpreting salary data and performing analysis, according to SalarySource. Compensation analysts participate in the communication and implementation of various components of a company’s pay and rewards program as well, which might include base pay, bonuses, incentives and recognition programs, according to Eduers. They also provide guidance on compensation-related issues for the management team of a company. In addition, compensation analysts might even develop appropriate job descriptions or maintain a human resources website for online access to job descriptions and compensation information, according to the Alamo Community College District in Texas.
Skills
Locations
Compensation analysts usually work in personnel departments and can work for federal, state and local governments as well as school systems and universities. In civil service, they can develop compensation structures for entire government bodies. Jobs with government agencies usually require compensation analysts to pass a civil service exam. In addition, these professionals can work for large and medium-sized businesses, where they develop salary structures that remain consistent throughout an entire company.
Education
Outllook
source: ehow
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In: Careers · Tagged with: Affirmative Action, Alamo Community College, Alamo Community College District, Compensation Analyst, Competent Employees, Experience Requirements, Job Descriptions, Job Evaluation, Laws And Regulations, Management Team, Market Changes, Organization Functions, Recognition Programs, Rewards Program, Salary Data, Salary Ranges, Salary Surveys, Survey Methodology, Term Commitment, Veterans Preference
What to Expect in a Panel Interview
The panel interview can be intimidating! Know what to expect and prepare to handle the interview in a professional and winning way.
About the Panel Interview
- These type of job interviews are often considered a more time-efficient process for the employer. A number of those involved in the decision-making process from different parts of the organization can interview the candidate at the same time, only one job interview is needed.Each panel member will take turns to ask questions relevant to their interests and after the interview the candidate can be discussed and rated from each member’s perspective.
- Job interviews conducted by a panel are seen to be fair and valid as a number of different opinions and views are taken into consideration when making the hiring decision.
- They are often used in the public sector as they are perceived to be more culturally fair because of the possible diverse demographics of the people on the panel.
- They are also considered to be an effective way to determine how well the candidate handles stress and how the candidate interacts with a diverse range of individuals.
- These type of job interviews are more likely to be used in largerorganizations where the position reports to a number of different people or has multiple supervisors.
- This interview tends to be more detailed, thorough and rigorous than a one-to-one interview as the candidate faces questions from different experts reflecting the different interests of each panel member.
Who will be on the Panel?
- Usually it is a mixture of relevant specialists – human resources,technical experts, line managers and can vary in number anywhere from 2 to 8 people. Try to find out beforehand who will be on the panel and make sure you know their names and job titles prior to the interview. Don’t be afraid of phoning the company, usually thehuman resources department, and asking for this information. Use your company research to determine where they fit in the organization and what their perspectives and interests are likely to be.
- Each panelist will have a different role to play during the interview. For example, human resources will be checking that the candidate is a good fit with the company culture and people. The line manager will want to know about the candidate’s ability to perform in the job, the job-related skills and abilities that they bring to the position and the technical experts will be determining if the candidate has the necessary technical expertise.
Preparing for a Panel Interview
These interviews tend to be formal and organized with a standard set of questions for all candidates. Prepare as you would for a one-to-one interview. Research the company, prepare good answers to common interview questions and formulate the questions you want to ask in the interview, keeping in mind the different individuals you will be talking to.
source: best-job-interview.com
click here for more salary information
In: Job Search Advice · Tagged with: Decision Making Process, Demographics, Fit, Human Resources Department, Interview Don, Job Interview, Job Interviews, Job Titles, Line Managers, Mixture, Organization, Panel Interview, Panel Member, People Find, Perspective, Public Sector, Stress, Technical Experts
Pre Employment Drug Testing FAQ
Pre employment drug testing is becoming a more and more common hiring requirement.
| It is estimated that 98 percent of Fortune 200 companies have implemented some form of employee drug testing during their recruitment process.
Recruiters estimate that about 60 percent of new hires are required to take a drug test today. |
Here we answer the most frequently asked questions about drug testing for hiring purposes.
Is employment drug testing legal?
Most employers have fairly wide latitude when it comes to pre employment drug tests and the current emphasis on drug free workplaces encourages this. Each state has its own laws governing employment drug testing which employers should follow. Generally these allow for drug testing of job applicants provided the applicants know that the testing is part of the hiring process for all employees. Some states require a formal conditional offer of employment be given to the applicant before testing can take place.
Often notification of pre employment drug testing is given on the application form which the candidate signs. Sometimes separate specific notification is given at the first interview.
What about the applicant’s rights to privacy?
The US Supreme Court has held that both blood and urine collection are minimally intrusive and not harmful to job applicants when conducted in the right environment (workplace or collection facility) without direct observation by the tester. In other words it would be considered an invasion of the candidate’s privacy if the employer required a urine sample while other people were in the room watching. However if there is a worry about tampering with the sample the employer may be allowed to have one person of the same sex as the candidate present when the sample is given.
A drug test result may be considered personal health information and there may be restrictions on how and whether such information can be shared.
What other rights does the applicant have with regard to the drug testing process?
The applicant’s basic rights extend primarily to the right to privacy as stated above and the right to question the legitimacy of the test result including the right to pay for further testing at a lab of their choice. You may have additional rights depending on your individual circumstances as well as State regulations.
Are all job applicants for the company tested for drugs?
| Discrimination can be implied if an employer tests only certain applicants for a position. An employer cannot pick and choose which applicants for the same position will be tested. However within a company employment drug testing may be required for only certain positions. |
The company would have to be able to justify this in terms of the job requirements and a written drug policy for the company should include this.
Must the prospective employer have the applicant’s consent for a drug test?
If the employer tries to test an applicant in an underhand manner without the applicant’s knowledge or consent this can cause legal problems. For example an employer is not allowed to pick up strands of hair that an applicant has left on a chair back during the interview and use them as a sample for a drug test.
What happens if an applicant refuses to be tested?
Most companies include a clause in their pre employment drug testingpolicies or in their notification of drug testing that specifies that a refusal to be tested will be treated as a positive result and the same criteria as a positive result will be applied to the applicant.
What happens if the applicant is not able to provide a urine sample at the time of the test?
Usually the applicant will be asked to remain at the collection center and drink measured fluids until able to produce a sample.
What prescription drugs can interfere with the Five-Screen test and how is this dealt with?
Certain over the counter medications can interfere with accurate results. These include ibuprofen and ephedrine-based products. Most drug testingcompanies will ask the applicant in advance what medications they have recently taken. The applicant should list these carefully. If the medication has compromised the result of the drug test the sample is automatically retested using a methodology that will identify the drug type. The applicant can present a doctor’s prescription for the medication that can be reviewed by the medical officer. Some medications will preliminarily test non-negative, but the confirmatory tests will rule out any non-illegal substances
Employers cannot discriminate in their hiring practices based on an applicant’s use of prescription medication for legitimate medical purposes. Such discrimination could be a violation of the Americans with Disabilities Act.
Can applicant’s “beat” the drug tests?
Certain internet sites give advice on how to supposedly dilute or adulterate urine samples. Most of these suggestions do not work and are easily identified in the testing process. Even if the specific drug is successfully masked the product or method of tampering itself can be detected.
Pre employment drug testing has become an accepted part of the final hiring decision. Know what this means for job applicants.
source: best-job-interview.com
click here for more salary information
In: Job Search Advice · Tagged with: Application Form, Conditional Offer, Direct Observation, Drug Test, Employee Recruitment, Employment Drug Tests, Fortune 200, Free Workplaces, Health Information, Hiring Process, Invasion, Latitude, New Hires, Offer Of Employment, Personal Health, Regard, Test Result, Urine Collection, Urine Sample, Us Supreme Court
