Competing for Talent: Leveraging Salary Benchmarking to Attract Top  Candidates

Salary Benchmarking: How Do You Compare? | Howett Thorpe

Finding and hiring top talent is tougher than ever these days. With unemployment rates still at record lows, companies have to work extra hard to attract the best candidates in a competitive job market. It's just a fact of life that skilled employees have plenty of options, and you've got to convince them to pick you.

So how do you stand out from the crowd and get those superstar applicants to take your job and not the other offers on the table? Here's a hint: It often comes down to salary. Money talks, people, especially when you're trying to woo in-demand talent.

The good news is that you can use salary benchmarking to your advantage when competing for new hires. Understanding what the current market rate is for compensation and setting salaries strategically can give you that extra edge.

In this post, we’ll explore how benchmarking helps you leverage pay to attract the crème de la crème candidates. Let's get into it.

What is salary benchmarking?

Before we dive in too deeply, let's quickly overview what salary benchmarking actually is. Essentially, it's the process of comparing your company's compensation against current market rates.

This allows you to see where your pay stands versus competitors so you can make strategic adjustments. Typically, benchmarking analyzes salary ranges for specific jobs and locations using data from surveys, job postings, and other sources.

The goal is to understand what the going rate is to attract and retain employees based on concrete figures, not just guesses.

The Challenges of Competing for Talent Today

Approach Talent Challenges As If They're Permanent

Trying to hire the best in this job market is no cakewalk. With unemployment hovering around record lows, there are far more open positions than available workers right now. Supply and demand are not on your side as an employer.

On top of that, remote and hybrid work openings have dramatically expanded the talent pool for many roles. You're no longer just fighting competitors in your city; it's nationwide or even global. Not to mention, employees are quitting jobs at historically high rates, so retention is a struggle too.

Between intense competition, access to broader options, and high turnover, it's tougher than ever to land the top-tier candidates you want. The bar has been raised. You've got to step up your game as an employer, especially when it comes to compensation, to successfully compete.

Why Salary Matters to Candidates

Let's be real: compensation is almost always a, if not THE, top consideration for job seekers. When candidates evaluate opportunities, salary weighs heavily in their decision-making.

They want to maximize their earning potential. Money not only provides a livelihood but also reflects value and appreciation. Candidates will compare offers, and in most cases, the one with the highest financial package will win.

Coming in low with your salary can remove you from contention quickly, especially for in-demand roles where LinkedIn is flooded with recruiting messages. No one wants to feel undervalued, and lower pay rates signal that. In other words, to attract top talent, you must offer competitive pay.

Otherwise, you risk missing out on that rockstar hire who took another job for a 20% higher salary. Cash still reigns supreme in attracting applicants.

Leveraging Salary Benchmarking

How to negotiate the best salary during the hiring process

So how can you use salary benchmarking to better compete for talent and avoid losing top candidates to pay concerns? By leveraging market data to shape strategic compensation strategies, benchmarking allows you to understand current market rates, set competitive salaries, ensure internal equity, and appeal to what job seekers value most.

Understanding Market Compensation Rates

The first key benefit of benchmarking is gaining visibility into the going rates for roles. Rather than making up numbers, you can see real market figures tailored to specific jobs, locations, experience levels, and industries.

This gives you concrete numbers to work with when structuring compensation packages. You'll know the salary expectations candidates will have and can set pay accordingly.

Setting Salaries Competitively

With benchmark data in hand, you can establish salary ranges designed to attract candidates in today's market. Setting pay too low will deter applicants.

But benchmarking helps you identify competitively where salaries need to be to win over candidates and avoid losing them to higher bidders. You can even layer on premiums for highly sought-after skills.

Ensuring Fair Pay Across Roles

In addition to setting external market-based pay, benchmarking also enables fair, equitable compensation within your organization. By standardizing pay ranges for similar roles, you promote internal parity. Employees feel valued when similar jobs carry comparable pay.

Appealing to What Candidates Value

All you need to know about the employee value proposition - DevSkiller

Finally, benchmarking allows you to appeal to the key priority of candidates: compensation. By optimizing salaries through data-driven insights, you show candidates you are willing to pay market value for their skills. This gets their attention focused on you versus competitors.

Strategic Salary Benchmarking in Action

Putting benchmarking into practice takes finesse—you've got to be thoughtful and strategic to maximize impact. For starters, look at both hyper-local and national data points when setting pay ranges. This balances geographic and industry-wide trends.

Don't just rely on company-wide averages either—dive into specific role benchmarks for each position you're hiring for. Finance and engineering salaries can vary widely, so a one-size-fits-all approach won't cut it.

Also, revisit benchmark data regularly—every 6–12 months—to keep pace with our rapidly changing market. This isn't a one-and-done annual exercise. And remember to factor in candidates' experience levels, skills, and certifications too. Highly qualified applicants may warrant above-average pay, so calibrate accordingly.

Finally, use insights creatively to craft personalized, compelling offers. Think equity grants, relocation stipends, and bonuses tied to tenure. With the right data-driven approach, benchmarking allows you to optimize pay in a way that grabs candidate attention—and wins over the talent you desire.

Final Word

Between low unemployment, remote work competition, and workers quitting in droves, landing your dream candidate feels nearly impossible some days. But don't wave the white flag yet! Salary benchmarking is a strategic weapon you can deploy in this war for talent.

Now that you know what the current market rates are for sought-after roles, you can craft compelling, competitive offers. Set payments based on real data, not guesses. Yes, competing for talent takes creativity and persistence these days.

But with benchmarking as your trusted sidekick, you can level up your hiring game. So be bold, be strategic, and don't be afraid to lead with money. Because at the end of the day, nothing convinces in-demand candidates to join you more than a stellar salary.

About the Author


Christopher Lier, CMO LeadGen App

Christopher is a specialist in Conversion Rate Optimisation and Lead Generation. He has a background in Corporate Sales and Marketing and is active in digital media for more than 5 Years. He pursued his passion for entrepreneurship and digital marketing and developed his first online businesses since the age of 20, while still in University. He co-founded LeadGen in 2018 and is responsible for customer success, marketing and growth.