National Trends

2022 Salary Guide

Confidence is high in the employment market, with a focus on flexibility, retention efforts and the need for new skill sets. The outlook is upbeat as companies get back to business and hiring.

Exploring the trends

Employers and employees are adapting to new ways of doing business and managing work-life balance.

Robert Half’s Paul McDonald breaks down the big picture for you:

The hiring market heats up

  • Organizations are ramping up operations and restarting projects — and hiring additional employees to handle the growing workload.
  • Overall hiring is near or even exceeding pre-pandemic levels in many markets.

How to Hire an Employee: 6 Tips to Head Off Hiring Headaches

51%

of companies in the U.S. are expanding hiring for permanent roles.

Candidates take control

How employers are attracting and retaining workers:

  • Signing bonuses for new employees48%

  • Cash incentives for returning to the office46%

  • More paid time off43%

  • Job title upgrades40%

  • There’s a shortage of skilled professionals, increasing competition for top talent and driving up salaries.
  • Skilled candidates are receiving multiple job offers, much like they were before the pandemic.
  • Many employers are also reinstating raises and improving benefits and perks to aid in retention.

The Demand for Skilled Talent report

14 Employee Retention Strategies

Our data suggests that employers who fail to enhance their compensation strategies risk losing top performers. Below are the percentages of workers who:

  • Feel they’re underpaid49%

  • Plan to ask for a raise46%

  • Will consider quitting if they don’t get a pay increase31%

  • Are confident they could find a new job quickly66%

  • Are confident their current skills are marketable87%

Remote work reshapes recruiting, retention

  • The ability to work remotely at least part of the time has become a must for many people: 34% of workers in a Robert Half survey who are currently working remotely reported that they won’t stay with companies that don’t allow remote work.
  • Businesses embracing hybrid teams benefit from higher employee morale and better performance. Plus, they have an edge in hiring and retaining top talent.
  • Remote work also allows firms to recruit people from anywhere, deepening the candidate pool.
  • Workers also want flexible schedules, such as flextime and windowed work, and are leaving jobs if they don’t get them.

of workers want to work remotely at least part of the time.

of companies will offer flexible scheduling after pandemic restrictions are universally lifted.

of employers are open to recruiting from outside their geographic area.

Employers expand use of a flexible workforce

  • Businesses recovering from pandemic-related disruption are bringing in contract professionals to support their core teams as a preferred talent solution.
  • This strategy also favors professionals who prefer contract work — and can help businesses quickly get back up to speed.
  • Many businesses are also adopting a labor model that includes managed solutions arrangements, working with external teams to handle high-priority projects or functions.
  • Organizations also turn to these arrangements for project management and proprietary consulting methodologies.

of companies are increasing their use of contract talent.

of companies use contract professionals as the majority of their staff.

of workers want to pursue contract work (consulting or project-based) as the next step in their career.

Businesses can’t do it all on their own

  • Employers are turning to talent solutions firms for help with hiring.
  • This strategy allows managers to allocate their limited resources to business-critical projects while specialized recruiters help them access a wider selection of talent and meet hiring demands faster.

Hiring? Here’s How to Work With a Staffing Agency

Sources:

Data referenced in this Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms in 2021. Respondents included executives, senior managers and employees from small (20-249 employees), medium (250-499) and large (500+ employees) private, publicly listed and public sector organizations across the United States.

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