Topics like Artificial Intelligence and machine learning, new pay equity legislation, pay for performance, and the changing talent landscape were some themes that heavily dominated the space, and here at Salary.com we touched upon many of these trends in our various blog posts throughout the year.
Here’s a recap of our top five articles of 2017:
1. HR’s next frontier: Artificial Intelligence (AI)
AI is a sophisticated technology that enables computers to mimic and improve upon human thoughts and behaviors, and can help you, as an HR professional, do your job exponentially more efficiently. Although AI may not have made its way into your HR workplace yet, it could be the missing link to bring your processes to the next level.
2. Getting the Offer Right Every Time: Valuable Recruitment Strategies
Today’s recruiters need to be need to be talent scouts, community developers, life coaches, brand ambassadors, diversity advocates, social media specialists, and marketers all in one. With all these responsibilities, having the right tools to do the job as efficiently as possible can mean the difference between landing top talent and having offers rejected time and time again.
3. New Pay Equity Legislation – Will your Compensation Strategy Hold Up?
Back in August, Delaware and Oregon just joined Massachusetts, Puerto Rico, New York City, California, and Philadelphia in addressing pay equity by enacting laws that prohibit employers from asking job applicants about their salary histories. Why is asking about pay history a problem? It’s perpetuating a long-standing gender wage gap.
4. Salary Negotiations for New Graduates: Don’t Lose Out
New graduates are looking to enter the workforce and start putting their hard-earned degree to work. Excited by the prospect of landing their first job, graduates don’t realize that they could be already losing out on valuable income by making one big mistake: not negotiating their first job offer.
5. Pay for Performance: Driving Alignment and Merit Pay Program Success
In every organization, there are different business units with very different sets of priorities. Pay for performance affects each of these departments and their people in a unique way, and you need to be prepared to communicate how your pay-for-performance policy can help them reach their unique goals – and ultimately gain their buy in on your merit pay plans.