The mix of skills that marketers need to effectively perform their jobs changes constantly as a result of innovations and market challenges. Marketers need to continuously expand their expertise in a variety of areas to meet the demands and complexity of work assignments and requirements. To remain attractive in the eyes of future employers, they need to be skilled in digital marketing and know how to work with individual digital channels. Another sought-after skill is expertise and experience with project management. A good marketer should know the sales patterns, have a sense for business and have excellent communication prerequisites. Good marketers should also continue to expand their skills, especially in the field of the psychology of human decision-making and behavioural economics.
More and more job seekers are asking for home-office, or home working, in interviews. This is considered standard in certain positions within efforts to make working conditions and non-financial benefits for employees more popular. Most typically, these are management positions and other qualified technical and non-technical positions. Its prevalence and popularity continue to climb at the workplace. Within its analysis, Paylab compiled a ranking of the top sectors where this benefit is most prevalent.
Here’s how your pay could be affecting your borrowing ability and terms. While there is an abundance of credit options available on the market today, the ones that you can actually access will depend on a number of factors specific to an applicant. Most people automatically go to their credit scores and history when considering whether they will be deemed suitable for various credit or lending products. While it is certainly an influencing factor, your approval (or even consideration) for loans, consumer credit or even alternative lending is impacted by much more than past payment records.
From job portal statistics it’s clear that ads with a specified salary are viewed more often than offers without a salary. Still, most companies in CEE region prefer to keep the information about salaries secret, and candidates often find out only at the end of the job interview. The final agreed amount also depends to a large extent on the willingness of the candidate to negotiate.
There are many different ways to examine one’s pay because it is affected by a variety of different factors, but especially the specific job we perform. The international Paylab.com portal has been aggregating salary information for more than 10 years and has localised salary portals in more than 20 countries. Paylab compiled a list of nine key factors that go a long way in explaining why you’re earning more or less than the market rate. They are well worth keeping in mind the next time you analyse your salary or consider making a career change.
Employees working in information technology, management and administration have the greatest demand for salary information. This is based on analysis from salary questionnaires completed last year across the entire Paylab network. Salary adjustment inside companies is a dynamic process, as managers must try and balance salaries that are equitable internally and competitive externally for the given employee on the market. Employees most often complete these salary questionnaires when preparing for a job interview or a performance evaluation.
Optimised salaries combined with a good team and corporate culture are the most valuable aspects that influence employee satisfaction. Fun at work is important, because we spend a third of our life working. A humour in the team is an extraordinaly way how to fight against stress and how to recharge energy. Employee salaries remain a top criterion affecting workplace loyalty.
According to the Paylab international salary portal, which has monitored trends in employee salaries at the level of individual positions over the long-term, men receive on average 9 per cent more than women in the same position. The gender gap has greater testimonial value within salary analysis through the optics of the same position, because such salary comparison is based on an identical workload and approximately the same prerequisites, such as experience, education, and skills.
Employees who encounter a diverse mix of people in terms of age, origin and ethnicity, parenthood and physical disabilities at their current workplace have fewer prejudices and are more open to accepting those who are different from them. Workplace experience with diversity helps break down barriers. Those who experience diversity with respect to their fellow employees are up to twice as accommodating and open with respect to a positive perception of marginalised groups at work compared to employees who don’t have the same workplace diversity. This was confirmed in all nine countries that participated in the international Paylab Diversity Study.
The international Paylab Diversity Study shows that four in ten employees in Europe do not experience diversity at their current workplace. This diversity involves the composition of employees at the workplace from a variety of aspects. Paylab focused on 6 key areas: age, maternity, origin, ethnicity or nationality, physical disability and sexual identity/orientation. These aspects often represent a barrier to employment. The goal of the study was to determine the extent to which employees in work teams come into contact with foreigners, members of minority and ethnic groups, persons with physical disabilities, mothers of small children, employees over the age of 55 and persons with a different sexual orientation/identity.