When unemployment dips below 5%, employers and boards find it increasingly difficult to replace staff in key positions. It’s often not until a key staff member leaves that the true cost of replacing that staff member becomes apparent. In 100% of our recruitment assignments over the last three years, employers have had to offer substantial higher salary packages to newly appointed staff member. People leave their jobs for many reasons; the level of remuneration is often not cited as the primary reason for leaving. We have found that businesses that regularly review salary levels and reward staff appropriately develop a more cohesive working culture. That’s why regular remuneration reviews are essential to maintain a settled and consistent workforce. DWS undertakes regular independent remuneration reviews for many of our key clients. The process involves:

• Reviewing the performance of the business and key milestones achieved
• Interviewing relevant management and board members
• Interviewing staff members
• Examining KPIs, staff performance reviews, departmental achievements
• Benchmarking the business against similar businesses and competitors
• Fully evaluating and quantifying the remuneration package currently offered
• Making recommendations on the range of remuneration levels that are appropriate for the role
• Making recommendations on the range of remuneration levels that are appropriate for the individual in the role.