Nelson Releases its 2019 Advisor and Salary Guide for California Employers

To ring in the New Year, Nelson announces the release of our annual Advisor and Salary Guide. This comprehensive annual resource helps California employers compete for talent in an increasingly competitive employment landscape year after year. Employers who have received the guide in the past will be pleased to see updates to the locally-tailored salary data for more than 200 positions in a variety of markets throughout the state, as well as both new and comparative data about California workplace trends.

New in 2019 is the update to the annual Workplace Trends Report: This report is generated from a proprietary survey of more than 500 business leaders throughout California to examine economic and workforce-related trends influencing business success. The 2019 Report not only compares year-over-year survey responses, but also includes a brand-new section generated from the responses of over 500 California job seekers and employees. This new section examines job-seeking methods, the importance of employer brand, and preferred work arrangements — information that can be used by employers to better position themselves as employers of choice in the tightening talent market.

“California consistently reveals itself to be a land of golden opportunities for both employers and employees,” said Joe Madigan, chief executive officer of Nelson. “While unemployment remains so low, however, employers need an increasingly nuanced understanding of what offerings both attract and keep talent if they want to seize those opportunities in 2019.”

The Workplace Trends Report in Nelson’s 2019 Advisor and Salary Guide reveals key insights into workplace trends important for budgeting for and planning for talent acquisition and retention efforts in the upcoming year. Overall, the takeaways from this report suggest that in 2019:

  1. More employees will consider themselves “job seekers” 
    Talent acquisition and retention remain the top two concerns for employers, as more employees keep one toe in the recruiting pool.
  2. Economic stability will keep driving recruiting and retention instability
    Business is good – but just because the bottom line is meeting expectations doesn’t mean that employers should rest on their laurels. Economic stability means a harsher road ahead for recruiting and retention.
  3. Overcoming obstacles to hiring will start with a better understanding of employee needs.

Employees face a number of obstacles, as home prices remain some of the highest in the country and wage growth remains below inflation. Employers that understand what their employees need to enjoy their lives both in and out of work will be those who attract and keep the best talent.

You can request your copy and read the top takeaways from the report in more depth here.