A recent survey indicates that a large portion of employers in 2023 plan to raise salaries for their staff. The findings come from a study conducted by a respected management school and HR analytics organizations, and they reveal a clear readiness to expand payrolls. In detail, about one in five respondents expect a 20 percent or greater boost to the salary budget, while roughly 12 percent foresee a 10 to 15 percent increase. Another third anticipate the standard band of 5 to 10 percent, and nearly one in five expect a smaller rise of less than 5 percent. These figures show a broad willingness to adjust compensation in response to market conditions, talent needs, and company performance.
The same research gives a nuanced picture of how these raises will be distributed. Nearly half of the participants say their organizations will adjust salaries across the board as part of an annual indexation, while about two-fifths expect targeted increases tied to performance, tenure, or role. Smaller shares indicate planned boosts for specific groups: specialists may see more pronounced gains, management teams might receive selective increments, and a small portion plans no change at all. A minority remains undecided, reflecting ongoing budgeting discussions and strategic priorities for the year ahead. The overall situation suggests a proactive stance on compensation, with a mix of broad equity moves and selective rewards to address differing needs inside companies.
The sample for this study included more than a thousand business owners, executives, and human resources professionals, spanning various industries and company sizes. Their insights offer a snapshot of how organizations in dynamic markets are approaching pay, benefits, and the value of skilled labor in a tightening talent landscape. Beyond the headline numbers, respondents highlighted the importance of transparency in compensation planning, clear criteria for raises, and alignment with long-term business goals. These themes point to a shift toward more deliberate, evidence-based compensation practices that balance competitive pay with sustainable financial planning.
Earlier research from a popular job search and personnel service explored common interview mistakes and questions to avoid when talking with recruiters. The findings were shared across a range of outlets, reflecting a broader interest in how job seekers present themselves and how firms evaluate candidates. This broader coverage complements the salary data by offering guidance on how to navigate the interview process, address expectations, and build a credible narrative around one’s experience and value. Taken together, the studies paint a picture of a labour market where pay discussions, interview readiness, and strategic staffing decisions are increasingly interconnected as organizations pursue Talent, retention, and growth.