2023

Total Talent Guide

2023 Total Talent Guide

Smarter strategies + salaries for a new era of work

There’s a historic culture shift happening in the workplace. As employees reassess their expectations surrounding their job experience as well as their company leaders, companies have experienced unprecedented levels of turnover and deep employee disengagement. This era, which has been referred to as many things —including the Great Resignation, the Great Attrition, and Quiet Quitting—will have an everlasting impact on the future of work.

Want to stay competitive? Read on

Workplace trends

0M

On average, 4 million people quit their jobs each month in 2022

0%

of employees plan on leaving their job within the next year

0%

of professionals said pay is a top reason they'd look for a job with a different employer

0M

On average, 4 million people quit their jobs each month in 2022

0%

Of employees plan on leaving their job within the next year

0%

Of professionals said pay is a top reason they'd look for a job with a different employer

A tight labor market will continue to impact hiring

With 1.7 job openings for every unemployed person, today’s tight supply of talent will continue into 2023.

Reuters

Hybrid work is here to stay

Resistance to returning to the office full-time remains strong, with two thirds of employees saying they’d quit their jobs if forced to return.

HR Drive

Compensation remains king

Among employed US workers ages 25-54, higher pay was the top reason they searched for a new job.

Hiring Lab

Loud layoffs don't represent the overall market

A wave of highly publicized layoffs swept the United States in the end of 2022. Despite these trends, overall layoffs remain historically low. Throughout 2022, the monthly layoff rate has hovered around 1% of the workforce—which is lower than pre-pandemic levels.

CNBC

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Talent Strategies

Talent engagement

Companies today are facing a talent crisis. They’re scrambling to hold on to the talent they have, while struggling to replace critical talent they’ve lost. While fair and equitable compensation is a large piece of employee satisfaction—it isn’t the only metric.

~25%

of professionals resigned during the Great Resignation

~25%

of professionals resigned during the Great Resignation

~25%

of professionals resigned during the Great Resignation

Workplace decision makers and hiring managers must be willing to evolve beyond salary expectations to meet the needs of today’s workforce. As teams shrink and skills gaps widen, companies must take a close look at their hiring strategies, and how they are actively engaging their employees.

A better hiring strategy: Broadening your talent pool

Taking a 'one size does not fit all' approach

Businesses require diverse backgrounds, skillsets, and roles to sustain their agile nature—yet companies are struggling to fill critical roles. Despite economic concerns, the competition for talent remains steep.

As a hiring decision maker—it’s time to rethink who you’re working so hard to engage. The job attributes that motivate professionals to either leave or stay with a company are different than they were just a few years ago—and now, you’re competing for talent with companies outside your industry.

Of professionals who resigned during the Great Resignation don't regret it

Of professionals who resigned during the Great Resignation moved to a different job in a completely different industry

Of professionals who resigned during the Great Resignation don't regret it

Of professionals who resigned during the Great Resignation moved to a different job in a completely different industry

of professionals who resigned during the Great Resignation don't regret it

of professionals who resigned during the Great Resignation moved to a different job in a completely different industry

Who are the talent personas of today?

McKinsey

The Traditionalists
The Independents
The Caregivers
The Idealists
The Relaxers

Make up a small share of today’s workforce
Comprised of typically career-oriented individuals
Value high compensation in exchange for job title and status
Are enticed by a well-known brand and competitive salary

Make up the largest share of today’s workforce
Comprised of people typically aged 25-45 years old
Value autonomy above all else
Are enticed by recognition and a sense of purpose in the work that they do

Comprised of people with caregiving responsibilities
Value flexibility and health
Are enticed by non-traditional scheduling options, part-time work, and wellness benefits

Comprised of people typically aged 18-24
Value growth and professional development
Are enticed by workplace culture, DEI efforts, and learning opportunities

Comprised of people who are passively looking for work
Value feeling a sense of purpose
Are enticed by meaningful work and competitive compensation

The Traditionalists
The Independents
The Caregivers
The Idealists
The Relaxers

Make up a small share of today’s workforce
Comprised of typically career-oriented individuals
Value high compensation in exchange for job title and status
Are enticed by a well-known brand and competitive salary

Make up the largest share of today’s workforce
Comprised of people typically aged 25-45 years old
Value autonomy above all else
Are enticed by recognition and a sense of purpose in the work that they do

Comprised of people with caregiving responsibilities
Value flexibility and health
Are enticed by non-traditional scheduling options, part-time work, and wellness benefits

Comprised of people typically aged 18-24
Value growth and professional development
Are enticed by workplace culture, DEI efforts, and learning opportunities

Comprised of people who are passively looking for work
Value feeling a sense of purpose
Are enticed by meaningful work and competitive compensation

Being flexible in your requirements

When it comes to attracting the right skills for your organization, strict hiring parameters could result in an untapped group of talent. Aside from offering benefits that appeal to today’s talent personas, ensure your organization is exploring all your options and being flexible with certain ‘nice-to-have’ requirements.

If you’re falling short on finding the right skills—consider expanding your search in these areas:

Internal talent
Boomerangs
Contract employees

Current employees are often overlooked as candidates, since technically, they’re off the market. However, that’s not necessarily true.

20%

Of working professionals are currently job searching

20%

Of working professionals are currently job searching

By offering your employees opportunities to explore other areas within your organization, you’re providing them growth and a chance to broaden their skillset—something they may have otherwise looked elsewhere for.

A boomerang employee is an employee who has left the company, but then returns to work for the company after some time away.

77%

Of professionals would consider going back to a past employer under the right circumstance

77%

Of professionals would consider going back to a past employer under the right circumstance

Former employees can bring a lot to the table. Not only are they simpler to onboard, but they have also broadened their experience outside your organization and can offer a unique perspective. Depending on why an employee departed, it may be beneficial to keep them top of mind when hiring. If you have more to offer, and the employee was in good standing, consider reengaging them for a role.

The top 3 reasons a former employee would return

An opportunity to make more money

Previous pain points were addressed

They have more experience to leverage

of professionals are open to contract work

of employers plan to increase their use of contract workers over the next 12-18 months

Deloitte

of professionals are open to contract work

of employers plan to increase their use of contract workers over the next 12-18 months

Deloitte

of professionals are open to contract work

of employers plan to increase their use of contract workers over the next 12-18 months

Deloitte

Professionals who work on a contract or consulting basis can help businesses scale and be more nimble during times of change or uncertainty.

When workloads ebb and flow, contract employees can allow you to easily adapt, without committing to a more permanent solution. Temporary staff can also be quicker to obtain than full-time hires, and can ultimately end up being the right long-term fit.

Making better, faster offers

Attracting the right talent is no small feat. Once you’re ready to make an offer, don’t delay. The mistake of dragging your feet could cost you time, money, and great talent to another organization.

52%

Of professionals interview for 2 or more jobs when searching for work

52%

Of professionals interview for 2 or more jobs when searching for work

Ways to move efficiently on an offer:

Consolidate your interview rounds

Be transparent and decisive

Make your best offer right away

Forming a 'stickier' place to work

Rethinking your workforce ecosystem

Believe it or not, your workforce consists of more than your people. In order to attract and retain talented professionals, it requires reevaluating your whole ecosystem. When you view your work environment holistically, you can spot inefficiencies and make adjustments that improve the workplace for everyone—using existing skills and resources.

Believe it or not, your workforce consists of more than your people. In order to attract and retain talented professionals, it requires reevaluating your whole ecosystem. When you view your work environment holistically, you can spot inefficiencies and make adjustments that improve the workplace for everyone—using existing skills and resources.

What to evaluate in your workforce ecoystem:

Your tech stack + vendor relationships

Technology plays a critical role in not only attracting and retaining talent, but also enhancing the skillsets of today’s workforce. People make career decisions based, in part, on the tools an organization employs and how effectively they manage these relationships.

Your management structure and practices

Most organization have a long history of hierarchies that reduce efficiency and communication across teams. Designing your organizational structure around company goals, teams, and projects can ensure your communication layers, reporting, and decision-making accounts for all members of your workforce.

Your processes for contract/consultant staff

Nearly the amount of contractors that do not feel included in their company's culture

Many companies tend to treat their contractors differently. For example, having different ID badges, being able to access company resources (and in some cases, the office), or getting invited to company events. This discourages a productive and collaborative environment. To avoid this, learn how to reduce these silos and fully integrate contractors into your business.

Your compensation benchmarks

You may be making competitive offers to attract new talent, but what about your current staff? If you are not assessing compensation across the board, you may be creating unfair pay gaps. This can be a huge blow to company morale—costing you employee loyalty.

How professionals feel about their compensation

I receive adequate monetary compensation for my contributions at work (competitive pay, merit raises, or bonuses)

Agree

57%

Disagree

43%

57%

Agree

43%

Disagree

I am compensated in a way that motivates me to perform my best at work

Agree

57%

Disagree

43%

57%

Agree

43%

Disagree

Focusing on skills-based development

Career development: Is your company doing enough?

A third of employees do not feel they are developing their skills in their current role

of employees do not see a path for career advancement with their current company

of employees report having a manager that does not encourage or support their development

A third of employees do not feel they are developing their skills in their current role

of employees do not see a path for career advancement with their current company

of employees report having a manager that does not encourage or support their development

Skills-based development is a strategy that allows businesses to develop employees’ skills in response to growth, evolving industry trends, new challenges, and other opportunities. This is a departure from traditional talent management, where jobs and skills are siloed. A skills-based approach to development is much more hands-on—dynamically matching skills to the work. Employees feel guided and supported in their career journey, which can help you retain top talent.

Top learning and development priorities for employees

Mentoring

48%

Hands-on training

45%

Management training

36%

48%

Mentoring

Hands-on training

45%

36%

Management training

Evaluating employees on their transferable skillsets and future potential rather than their work history can also help you realize the talent you already have. This leads to increased productivity, improved employee engagement, leadership development, and other benefits that can help your company remain resilient. In order to harness the full potential of your workforce, you must build learning into your company culture.

Addressing burnout + mental health

Employee mental health + burnout impact

36%

of professionals report that their mental health has worsened throughout the pandemic

1 in 3

employees report that the demands of their job interfere with their ability to fulfill family or home responsibilities

36%

of professionals report that their mental health has worsened throughout the pandemic

1 in 3

employees report that the demands of their job interfere with their ability to fulfill family or home responsibilities

Company investment in mental health

64%

of employees would like increased access to mental health resources at their company

48%

of employees report that their organization does not offer mental wellness initiatives

64%

of employees would like increased access to mental health resources at their company

48%

of employees report that their organization does not offer mental wellness initiatives

Leadership support for mental health

41%

of employees do not agree that their company promotes a health work-life balance

50%

of employees do not feel leaders at their organization show their support for positive mental health

41%

of employees do not agree that their company promotes a health work-life balance

50%

of employees do not feel leaders at their organization show their support for positive mental health

Over the last couple of years, we’ve witnessed a positive shift in how burnout and mental health have been discussed in the workplace. As employees have become more vocal about their needs, many companies have listened—finding new ways to support mental health and make the topic feel less taboo. Still today, these efforts must remain a priority.

After years of rising burnout, employees have said enough is enough. They are no longer willing to sacrifice their health and personal lives for their jobs. As a result, employers must understand the important role they play in employee health and well-being. Here are some ways to be a solution rather than contributing to the problem:

Increase hiring to reduce individual burden
Offer flexible scheduling, including hybrid and remote work
Promote mental health awareness

Train managers to recognize and address burnout
Modernize your benefits

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Decoding the Guide

FAQs

How are the salary ranges calculated?

We compiled compensation data from all of our job placements over the last year, along with market data shared by our recruiting staff, all of whom are deeply specialized within these industries.

Would this salary data translate directly to an hourly rate for contractors?

No. Typically, hourly rates for contract roles are higher than direct hire salaries simply divided by a set number of hours. However, there are unique benefits to each type of hiring strategy. Connect with our experts to learn more about which strategy would work best for your business.

Why are some of the salaries listed with a wide range?

The salary ranges account for changes in location, industry, skillset, and candidate experience level.

What about market differences based on job location?

As a nationwide recruitment firm, we understand that the market is different in each location. Please connect directly with one of our recruitment experts to discuss the nuances and determine what range makes sense for your organization.

How do I know what to pay my employees within this salary range?

Our suggestion is to use these salary ranges as a guide, while also considering differences in skillset, location, and experience level. Speak with a recruitment expert in your industry to learn more about what would be considered equitable pay for the particular roles you are hiring for.

Why work with a recruitment firm for my hiring needs?

By working with a recruitment firm, you save time in the sourcing and interviewing process while gaining a team of specialized partners who will help you navigate all elements of the hiring process. We learn to understand your needs, and work alongside you from start to finish. Plus, we’re able to tap into our national pool of highly skilled candidates to find the perfect match for your organization.

How can I use this guide in my hiring strategy?

Our teams are happy to help you digest the data and understand what it means for you. Each of our recruitment experts is highly specialized in their industry, and we would be happy to guide you toward the right hiring strategy.

Why isn't the job title I'm hiring for listed?

Our guide includes a sampling of roles we specialize in, but these are not all-encompassing. For more information, reach out to get details on additional roles.

I'm looking for a job. How can I make sure I am paid fairly?

We’re here to offer long-term career guidance and can help ensure you’re paid fairly!

Search jobs here

Speak to an expert about your hiring strategy

Want to talk more specifics? Our recruitment experts can guide you through the differences in each industry, role, and location. We have specialists located throughout the U.S. and would love to be a strategic partner for you! Fill out our quick form and someone will be in touch.

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Salary data + trends

Hiring and workplace decision makers today are playing a pivotal role in the future of their organizations—and as trends are evolving so are salary expectations. To help guide your hiring and compensation strategies for 2023, we’ve outlined market ranges for roles across a variety of industries and supplementary ways to keep your future and current employees engaged and satisfied.

Decoding the data

The salaries: We analyzed annual candidate submission and placement data from our CRM, and leveraged our market expertise from speaking with thousands of candidates each year about their salary expectations.

The stats: We surveyed a wide cross-section of candidates we’ve partnered with, asking questions about workplace trends they're experiencing as well as their overall satisfaction with their employers.

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