We are facing a very uncertain year. Politics, elections, unstable markets, historically low unemployment, unprecedented business growth, and talks of an impending recession each contribute to what could be a tumultuous 2020.
Many employers will approach recruiting, hiring, and retention with a bit of trepidation but the historic unemployment rate will require that employers continue to actively recruit from within the existing workforce and react quickly.
As your business partner, our primary concern is to help you create a 2020 hiring roadmap. We hope this Salary Guide is one of many resources that will provide the clarity you seek.
We place thousands of candidates in office, professional, customer service, human resources, healthcare, and manufacturing positions for hundreds of companies in a variety of industries. We’ve compiled definitive compensation data based on our actual placements.
We compare our own internal research with access to data from the Economic Research Institute to fine-tune our ranges. We then send all of our finalized salary research to our recruiters in every branch across the U.S. (the recruiters who interview and hire for our business clients each day) and seek their final review and meticulous input “from the ground level” in order to create our publication data.
If you feel the published salary range for your region is too low or too high (assuming you have also applied the appropriate multiplier for your market), you may need further data about your specific industry and geographic location.
Contact your local Ultimate Staffing branch to request market-specific data for your industry and location. Your Ultimate recruiter can consult with you regarding updated candidate availability in the market and fluctuations in competitive pay being offered.
We know that the better informed you are, the more competitive you can be in today’s tight candidate market. We have access to extensive salary and employment research (too much data to simplify into columns within a Salary Guide publication).
Consider this Salary Guide a basic overview of the average salary ranges in your market for each listed position. We look forward to providing you more detailed data for your specific position openings as we gain a better understanding of your hiring and retention needs for next 12 months.
Salaries and pay ranges will continue to increase in 2020 across most skill categories and industries–more than we’ve seen in the past several years.
You want to ensure your offerings are competitive when attracting candidates, but most likely your primary concern is getting current employees aligned with today’s market rates. We look forward to helping you accomplish this goal.
Year after year, experts and amateurs alike attempt to predict how the economic market will change and when the next recession will hit.
Unfortunately, our markets are notoriously hard to predict. They are classified as a level-two chaotic system. This means the market reacts to our forecasts. It is impossible to make a prediction without altering the outcome.
With the strain of the last recession still fresh in people’s minds, fear of the next economic downturn can greatly aff ect the markets. Reports of upcoming recessions lead to:
More conservative business decisions
Higher likelihood of employees staying at an unsatisfying job
Smaller or fewer raises for tenured employees
Increase in stress and poor employee morale
Yet, in this unpredictable reality both organizations and individuals must attempt to capitalize on the upturns while preparing for the downturns. So, which companies tend to fare better during economic change?
The superstars cut costs early and afterwards use those funds to invest in newly available top talent and low-cost equipment.
Select a region to see the cities/counties and salaries asssociated with that region:
San Jose | Sacramento | Portland | Seattle
Los Angeles County | Orange County | San Diego County
Houston | Denver | Phoenix | Minneapolis
Hartford | Washington DC | Atlanta | Orlando