How have salaries changed during the crisis?

ayshakhatunasha

This is perhaps the most popular and quoted expression in the modern information space. It is applicable to all aspects of our lives, including the career and recruitment spheres. Who would dare to challenge this statement in conditions when macro- and microeconomic indicators are rapidly sliding down, getting closer and closer to their historical minimums, and the International Labor Organization officially predicts inevitable unemployment (just imagine, 25 million people will be out of work).


wages_in_crisis
What awaits the labor market? Will virtual phone number service there be a market re-division, which professions will sink into oblivion, and which, on the contrary, will reach a balanced position in terms of supply and demand? They say that all the answers can be found in history. Let's check if it has an answer to our question.

The first well-studied case was the outbreak of bubonic plague, which killed between one-fifth and one-third of the population of Europe. The epidemic led to a significant increase in labor prices, increased social mobility, and ultimately contributed to a global change in the social order on the continent. Similarly, the influenza pandemic in Spain led to a significant growth in capital-intensive industries. What can we learn from history? Is it possible to paint a reliable picture of the qualitative long-term changes in the post-crisis labor market?

We are not Nostradamus's disciples, and we do not undertake to say what will happen in 50 years. We do not read tea leaves, but are engaged in solving current problems.

The consulting agency " Administrative Resource " is ready to provide a professional forecast of short-term changes in the labor market, and a reliable assessment of the current situation in terms of industries, professions, and wages.

We have observed that large companies have not yet gotten their bearings in the current situation, so they are pursuing diametrically opposed strategies. For example, some owners have resorted to drastic measures to reduce costs. Among the steps taken by several large corporations to mitigate the economic impact of the outbreak are salary cuts for CEOs and other senior officials.



At the same time, in many industries, recruitment continues quite actively. Some vacancies have been put on hold, but specialists, without whom the business is at risk of ceasing its current operations, are still actively sought. There is a special demand for top managers, who in a crisis are capable of not only saving a business, but also taking it to a new level.

We are witnessing a unique moment in which some companies, recognizing the value of professional crisis managers, are running off their feet in search of the right candidate, while other happy owners of such rare specialists are reducing their salaries.




wages_in_crisis
How can Administrative Resource help both parties?

For company owners , we offer an effective tool for obtaining the most up-to-date information in the micro and macro context of the labor market. Conducting a high-quality individual study of salaries , based solely on a client request, will allow you to get a "photograph" of the current state of wages, motivation systems, and organizational structure. For companies in an "active search", this key data will allow them to develop an effective strategy for attracting new employees and form a " Job offer " that no candidate will be able to resist.

For companies that need to cut costs, revise the organizational structure and at the same time retain key employees, such a study will help determine the salary range based on the existing market level of wages. This will allow you to reduce costs with the least risks and formulate an effective motivational policy for personnel.

Is there another way to get information?

Of course, you can refer to the statistical data provided by various ministries, departments and services. But this information will not help you understand the essence of the processes that are taking place in the labor market, evaluate it correctly and make a decision.

You can rely on the so-called "word of mouth" - ask your colleagues from other organizations about their salary level. But remember that the information from "word of mouth" will either be deliberately embellished, and in any direction, or, according to the rule of the broken telephone, greatly distorted.

There are companies that collect market data for quite a long time, then offer such research to market participants, also for quite a long time. Unfortunately, the data from such research reflects the "average temperature in the hospital" without taking into account the industry specifics and the scale of the companies being studied, and very quickly becomes outdated, especially in the current conditions.

The Administrative Resource team guarantees the provision of the most up-to-date data for solving problems in the field of personnel management. You receive information on salaries in the industry or group of companies that interests you and the opportunity to make management decisions based on timely and reliable information.