2025年最佳实践：薪酬数据和市场定价

Download the full reportLike a chef using the right ingredients to create the perfect recipe, top organizations depend onsalary data to confidently price jobs. It helps them determine pay by comparing what employeeswith similar roles earn in a given location.Effective job pricing requires pulling salary data from multiple sources — traditional surveys,employee-reported salaries, and HRIS data. The more data, the better your pricings. And infast-moving markets, real-time salary data is becoming more critical than ever.Salary data is the secret sauce for market pricings. By analyzing what others are paying,organizations can craft pay ranges that align with their compensation strategy and compete inthe market for talent.This guide summarizes responses to questions about salary data and market pricing in the 2025 Compensation BestPractices Report. The survey gathered 3,500 responses from compensation professionals, HR leaders, and businessowners from November – December 2024.The salary data sourcesorganizations use for market pricing Most popular types ofsalary data sourcesMany organizations use a blend of salary databeyond traditional surveys. We asked organizationswhich sources they use to obtain market data.Compared to last year, more organizations areusing free or open online data (52 percent), whichmay be indicative of economic conditions and theneed to cut costs.While traditional surveys maintained theirpopularity, we also see more organizations usingHR-reported aggregate market data (HRMA fromPayscale) and closed-network HR-reported salarydata (Payscale’s Peer).As technology advances and more organizationsadopt purpose-built compensation managementsoftware, HR-reported data has become acompetitive differentiator from relying solely ontraditional surveys. Most trusted types of salary data sourcesSome salary sources are popular because they’re free and easy to access, but organizations ranksalary data types differently when it comes to trusting them to price jobs.Organizations continue to trust traditional survey data from third-party publishers the most. While the least trusted data remainsfree or open online data, HR-reported aggregate market data (HRMA from Payscale) and closed network HR-reported salary data(Payscale’s Peer) continue to close the gap on traditional surveys as the most trusted salary data types.First tier (most trusted)Second tierThird tier (least trusted)Closed-networkHR-reported salaryTrade/industryassociation surveysCompensationconsultantsPaidemployee-reportedsalary dataHistorical salary datafrom employeerecordsGovernment data5%7%8%9%8%8%9%10%8%9%9%8%10%9%10%Rank sources by how much you trust and rely on them for accuracy in market pricing. HR-reportedaggregate marketdata in compensationsoftwaredataFree or openonline data9%5%8%7%8%18%10%10% Salary survey datafrom traditionalpublishersPersonalizedcompetitorintelligence, includingtalking to candidatesor recruiters16%8%3%14%9%12%5% 0%20%10%30%40%50%... has data specificto our industry... includes compensablefactors valuable to ussuch as skills, years ofexperience, etc.... has data that isrecent/timely46%12%7%11%19%15%9%12%For your organization, what are the three mostimportant characteristics for assessing the qualityof a data source used to price a job?(Select three.)The data source ... payscale.comFirstSecondThird… has data specificto our geography… has data specificto niche roles… has a high volumeof data points… is used by ourorganization's peersor direct competitors… includes names ofspecific companies inthe dataset… is powered by AI17%16%8%14%8%8%5%7%14%3%1%4%6%12%12%The most important characteristics of salary data sourcesWhen evaluating market data, organizations are most interested in data specific to industry,followed by data with the compensable factors the organization uses to apply differentials. In thirdplace overall is data specific to geography. This is unsurprising as these characteristics provide themost differentiation in salary considerations compared to other data points. 52%6% Diverse and dynamiccompensation dataHR Market AnalysisEmployee ReportedPeerHR-reported aggregate data to driveconfident and competitive pay decisionsData to prepare for effective pay conversations.Employees can also access this data at Payscale.comA transparent and dynamic HR-reported datanetwork with an intuitive user experience6,000skills and certifications represented by Payscale dataPayscale provides access to8,700+benchmarked jobs1.3 trilliondata point combinations114 industriesrepresented by Payscale data Survey data fromtraditional publishersAccess multiple perspectiveson market data with Payscale.Trusted partners enable a strong data foundation.Traditional survey data that is submitted by HRprofessionals can be purchased and loaded intoPayscale’s compensation management softwareor purchased more conveniently through ourbreadth of partnerships10,000+Marketplace of25+ partners surveys300+publishers As the industry leader in c