How to use salary benchmarking without losing flexibility
The short answer
Use salary benchmarking as guidance, not a rigid rule.
Benchmarking should help firms understand market reality while still allowing judgement based on candidate strength, role shape and total proposition.
Why flexibility matters
Two candidates may both fit the role but bring different levels of experience, autonomy or leadership potential.
A rigid band may block the better hire.
How to use ranges
Use ranges that reflect junior, mid, strong and exceptional fit. Decide in advance where flexibility exists and what would justify it.
What not to do
Do not use benchmarking to defend an unrealistic salary. If the role is underpriced, the market will show it.
Bottom line
Salary benchmarking should support decision-making, not replace it.
Use data, but keep enough flexibility to secure the right person.
Want to know more?
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