salary studies: build on reliable salary data.

A salary survey maps out how positions and compensation packages compare to the broader market. It provides organisations with insights into base pay, variable pay, benefits, and other reward elements, helping them build and support a well-founded compensation strategy.

Salary benchmarking helps you determine whether your compensation package is market-aligned, competitive, and internally consistent. It prevents talent loss due to uncompetitive pay while helping you avoid unnecessary costs arising from poorly optimised pay structures.

A salary survey provides an objective foundation for building a well-considered compensation strategy. It helps organisations evaluate jobs correctly, establish salary structures, and make informed decisions about fixed, variable, and alternative forms of compensation. This enables you to develop a sustainable reward framework that provides clarity to employees while remaining aligned with the market.

Flexible pay allows employees to tailor part of their reward package to their personal needs. Examples include benefits such as a company car, additional leave days, a mobility budget, or other alternative reward elements. A well-designed flexible reward programme can significantly enhance the attractiveness of a compensation package.

Fixed pay consists of the base salary an employee receives. Variable pay is linked to performance, results, or objectives and may include bonuses or incentive schemes. Alternative pay covers additional reward elements that complement the overall package, such as fringe benefits or flexible choices within a cafeteria plan.

Free salary information is often based on limited datasets or self-reported information. It does not always account for job content, responsibilities, sector, region, or the total reward package. A professional salary survey is based on validated data and a consistent methodology, resulting in more reliable market insights.

Randstad collects pay data directly from HR and compensation & benefits teams across representative organisations. Annually, we typically analyze around 300,000 salary data points from over 1,000 participating companies covering more than 300 job roles. The data is rigorously checked, analyzed, and transformed into reliable market insights.

Jobs are not compared solely on the basis of their title. Using our proprietary Compas 5+1 analytical classification methodology, we match jobs based on responsibilities, level, impact, and other relevant characteristics. This nationally and internationally recognised model is also accepted by social partners.

A transparent compensation policy provides employees with greater clarity on how pay decisions are made and which factors influence compensation. It helps organisations build trust, address pay inequalities, and give employees better insight into their development and career opportunities.