Addressing compensation challenges in a changing economy can be difficult. To promote fair salary practices in the workplace, many states are passing pay transparency laws that prevent employers from asking about job candidates’ salary history or expectations and using their findings to influence compensation. As a result, employers must use alternate sources to set income ranges.
An effective method to determine competitive pay rates is benchmarking. Using aggregated market data strengthens employers’ ability to set relevant salary ranges.
UNITY used benchmarking to create a comprehensive 2025 Salary Guide to help employers address compensation challenges with accounting, finance, tax, technology, and human resource candidates. Employers can download our guide to understand competitive pay rates and help make informed decisions to attract and retain top talent in 2025.
Compensation Challenges in a Changing Economy
Understanding the value a candidate can provide helps determine a proper compensation range. This knowledge helps prevent offering compensation far above the market and being wasteful or offering compensation below the market and having difficulty attracting, motivating, and retaining employees.
Whereas offering compensation below the established range lets the company keep some value as profit, a candidate might leave soon after starting or reject the job offer and go to work elsewhere. Therefore, benchmarking and salary guides help employers understand how much other employers would pay the candidate, set proper compensation ranges, and find and keep the best employees.
Salary Benchmarking
Benchmarking provides data on offers employees with the same job title and industry accepted. This data helps employers determine what a proper compensation range should be.
Salary benchmarking is used in guides for employers to determine whether their compensation offers are below, above, or aligned with the job market. This data influences pay-setting to help find and keep top talent.
Employers who use salary benchmarks to set ranges for job postings, specific job titles, or employee salary negotiations are less likely to pay substantially above-market or below-market to hire, motivate, and retain the best employees. As a result, many accounting, finance, tax, technology, and human resource employers download the 2025 UNITY Salary Guide to set compensation ranges when hiring.
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