A salary guide can help candidates secure the right compensation in job offers. Understanding their worth in a role and setting reasonable salary expectations help candidates negotiate fair compensation for job satisfaction.
A salary guide empowers candidates to align their expectations with the current market, negotiate fair compensation, and secure the right roles for long-term success. Downloading our 2025 UNITY Salary Guide can help accounting, finance, tax, technology, and human resource candidates attain these objectives.
Candidate Benefits of Using a Salary Guide
A salary guide lets candidates know what to expect for compensation in a current or future role. Along with the industry and company, these ranges depend on geographic location, skill set, experience, and other variables.
Many companies use the industry, historical averages, market trends, and location to create an annual salary guide with numbers and projections based on the current market. Downloading resources such as the 2025 UNITY Salary Guide helps candidates make informed decisions when reviewing job offers.
How to Use a Salary Guide
Candidates can use a salary guide to compare job offer compensation and determine whether it is competitive. Then, they can decide whether or not to negotiate the job offer and the appropriate salary to accept.
Candidates should use a salary guide that includes their desired industry, location, and role to find relevant data for compensation negotiations. They also can talk with an industry recruiter for additional insight into compensation ranges their clients are offering.
Importance of a Salary Guide in Career Development
Candidates who use a salary guide know their worth in the job market. As a result, they can determine which employers who extend job offers value them most and would provide high job satisfaction.
Employers who offer compensation at or above market value understand the value a candidate can provide and will provide the necessary resources to keep them long-term. Conversely, employers who offer below-market value inadequately compensate for a candidate’s contributions, results, and organizational impact and will do the minimum to keep them long-term. These factors impact engagement, productivity, and career satisfaction.
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