Salary Surveys

How do you know if the remuneration in your company is competitive with the market? You can use our salary survey to answer that question, both for senior management salaries and other positions in your company.

Data is the new oil

It is important for both you and your employees to know if your organisation’s remuneration is in line with the market. Freely available salary data often gives you an inaccurate picture. It often only measures certain salary components or is based on data that employees complete themselves.

Obtaining the correct answer to such salary issues requires meticulous research. That is the only way to assess the market competitiveness of your salary packages. For this reason Hudson attaches great importance to the quality of our salary surveys, which we have been conducting for 25 years now.

We ask the input at the HR or compensation & benefits departments of representative organisations in Belgium directly. The data collation itself is done via a supported method and a strict quality control process. We ensure that the number of reported jobs and individual salaries for each job, together with the various reported salary levels and the underlying data model are always at a high level.

Both wide and focused

When the results are closely aligned with your business-specific context, a salary survey offers your company the most added value. That’s why Hudson undertakes various types of salary surveys.

  • In our annual Generic Salary Survey you will find information about jobs that occur in most Belgian organisations.
  • The Top Executive Survey focuses on the remuneration of CEOs and board members.
  • In our sector-specific surveys we examine salary development, for example in the ICT & Telecommunications or banking and insurance sectors.

In addition, Hudson also conducts regular ad-hoc surveys, which zoom in on specific sectors such as interim offices, actuaries or healthcare.

Salary surveys in practice

To ensure that you can always compare your salary packages to current data, we update most of our surveys on an annual basis with newly acquired input. The research process then rolls out in various phases.

Matching jobs

The participating organisations match their jobs to our reference jobs. Our standard classification and career ladders ensure that this takes place in a consistent manner.

Verification

We then request all individual salary details for each reference job and verify the data thoroughly.

Statistics

Hudson makes use of statistical models to represent market remuneration accurately

Updates

We monitor the evolution of the participating organisations closely and update the job descriptions annually. For example, jobs such as digital marketeer or scrum master did not exist until recently. We then add new jobs such as these to our set of reference jobs. This methodology also allows benchmarks to be carried out for jobs and roles in an agile organisational model.

Online application

The results of the surveys are compiled in the Hudson Reward Architect. This online application represents the market salary for each of your jobs in a graph. This can be represented at basic or variable salary levels, with or without related benefits. You can create comparison analyses for different levels, regions and sectors. You can also benchmark your own employees’ salaries and see at a glance who has a salary package that is competitive in the market.

Salary surveys and GDPR

It goes without saying that this data is extremely sensitive. That’s why all data is not only delivered anonymously, but also stored and processed in strict compliance with GDPR in strict confidentiality. Furthermore, salary details are exchanged and encrypted via secure platforms. This method enables us to guarantee anonymity at all times and we only process anonymised data in the results.

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