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SALARY SPOTLIGHT: Which Jobs Pay Over $100,000?

Money is a sensitive subject. Many of us are taught from an early age that it’s impolite to talk about it, while in the workplace, negotiating a salary is also a delicate matter. Ask for too much and you might lose an opportunity; ask for too little and you’ll be paying for your mistake for years to come.

Even so, job seekers need to do research to find out what they’re worth. But employers also need to keep up with salary rates to remain competitive in the hunt for talent. Of course, some jobs are more competitive than others. But which are they?

Our data science team took a deep dive into Indeed’s salary data to shine a light on some of the jobs that currently pay an average of more than  $100, 000 per year. Below we highlight twenty of them — and then take a close look at what they involve, and the qualifications required. (And if your job isn’t on the list, then don’t worry: Indeed’s free salary search tool can help you find the information you need).

Healthcare and tech roles dominate the high salary list

High demand, high skill, tough-to-fill healthcare jobs feature heavily in the list, though it’s no easy matter to land one of these jobs: the average physician spending 14 years in training. Tech and business roles also pay well — though even if you don’t need to spend quite so long in school you’ll likely still need a higher education.

Jobs that pay more than $100,000: A deep dive

Neurologists treat nervous system disorders including stroke, spinal tumors, memory disorders, headaches and more. Those wanting to enter the field must first obtain an undergraduate degree, then a graduate degree in medicine followed by several years of neurosurgical residency training. Only then can a physician become certified by the American Board of Psychiatry and Neurology. The good news is that all that education pays off — the average salary for a neurologist is $217,837.

Psychiatrists have another perspective on the workings of our brain: their job is to diagnose, treat and help prevent mental, emotional and behavioral disorders. Specializations include addiction, geriatric, child and adolescent psychiatry. Requirements include training at medical school, then four years of psychiatry residency, and certification by The American Board of Psychiatry and Neurology. Psychiatrists earn $194,563 on average, and employment in the field is expected to grow by 15% by 2026, according to the BLS.

Were it not for anesthesiologists, then our medical procedures would be a lot more painful. For preventing our pain, anesthesiologists make an average of $173,694 per year though not before attending medical school and spending four years in an anesthesiology residency. After this, anesthesiologists have the option to become board-certified by the American Board of Anesthesiology (almost 75 percent of anesthesiologists have done so).

Radiologists use medical imaging techniques such as X-rays and CT scans to peer within our bodies and help diagnose conditions hidden from the naked eye. This field includes such disciplines as diagnostic radiology and radiation oncology and pays $168,706 a year on average. Like other specialists, radiologists must first graduate medical school and become physicians before completing a four-year radiology residency, and then adhere to the educational requirements as outlined by The American Board of Radiology.

A physician is a general term for a professional who practices medicine, and most of them can be found working in physicians’ offices and hospitals. Physicians may focus on a specialty, or they might consider becoming a general practitioner, who treats a wide array of illnesses early in their development. Physicians earn an average annual salary of $165,391 and demand for their services is only going to rise as the population ages.

Dentists can be generalists, or they can specialize and practice in any of nine areas — including orthodontists for teeth-straightening, periodontists for gum health, or prosthodontists for replacing missing teeth. Employment is expected to grow 17% by 2026 according to the BLS, much faster than average. Because many dentists own and run their own practices, business acumen and interpersonal skills are also important. The job pays well, too — on average, dentists make $157,250 a year.

Management consultancy McKinsey & Company describes product managers as “the glue that bind together the many functions that touch a product.” It’s a demanding role that requires skill in design, strategy, marketing, and leadership — but it also offers a lot of variety. Directors of product management make on average $147,363 a year, and here’s some extra good news: there are many pathways to this career. A bachelor’s degree in IT, marketing, finance, business or the liberal arts can provide a way in, although an MBA is strongly preferred.

Surgeons earn an average yearly salary of $140,892 and work alongside physicians to treat both minor and serious injuries and deformities. As with other medical specializations, lots of training is required before you can get your license, and once certified by the American Board of Surgery, physicians must complete additional training in their sub specialty of choice. Even then, the learning never stops — and social media now plays a huge role in the sharing culture among surgeons, allowing them to communicate with each other and exchange questions and experiences regarding specific practices and techniques.

Robots, virtual personal assistants and self-driving cars are all things that machine learning engineers work on and for their efforts they make an an average annual salary of $137,332. A degree in IT, computer science, or statistics is usually recommended, as well as an aptitude for experimentation and writing code. Some other important traits for this role? You should have good data intuition and be comfortable with an iterative process of development.

Sales is a career path that’s an excellent fit for someone with the power of persuasion. And if you’re skilled enough, you may one day ascend to the level of Vice President of sales, a job that requires excellence in planning, implementing, and (of course) hitting those  sales quotas. Qualifications typically include a bachelor’s degree in business or a related field and relevant job experience. The pay isn’t bad, either: the annual average salary is $136,071.

Data scientist ranked second on Indeed’s “best jobs” list of 2017, and it pays pretty well too: on average these professionals can expect to bring home $135,315 per year. But as with many jobs on this list that paycheck doesn’t come easily — besides a bachelor’s degree and a master’s in computer science, statistics, mathematics or a related quantitative field you should also develop expertise in coding languages such as Python, R, and SQL

Chief Financial Officers are responsible for the financial health of an organization and can earn an average annual salary of $127,887. Besides divvying up financial reports and developing strategies their organization can use to meet those all-important financial goals, CFOs today need to stay abreast of technological change as more and more data is available to inform those critical decisions.

Google recently announced that their Android operating system had crossed a milestone, reaching over 2 billion monthly active devices. That’s good news for android developers, who develop applications for the platform and who earn an average annual salary of $120,971 for doing so. Android Developers typically have a master’s degree in computer science, math, or a related field as well as expertise in programming languages, such as Java, Android SDK and C++.

A senior software engineer shouldn’t just be great at coding — a knack for juggling multiple projects and working with different teams is also important. Although it pays well (on average $119,791 per year) unlike most of the other jobs on this list, you may not need formal qualifications to make that money. One study found that almost 60% of software engineers didn’t have a computer science degree.

Full-stack developers have specialized knowledge or familiarity with all stages of the software development process. They take home an average annual salary of $111,709, and not only that but this role placed first on Indeed’s list of the best jobs of 2017

Actuaries analyze financial risk and uncertainty with the aid of mathematics and statistics. The majority of actuaries work for insurance companies and earn an average annual salary of $111,474. Most actuaries earned a bachelor’s degree in mathematics or statistics and become certified by the Casualty Actuarial Society or the Society of Actuaries

Tax managers prepare and examine financial records to ensure they are accurate, as well as prepare taxes and make sure they are paid on time. A tax manager can earn an average annual salary of $108,515. Their background often includes a bachelor’s degree and a master’s degree in accounting, plus CPA certification in the state of residence. The BLS also predicts solid employment growth of 10% by 2026.

Communication, strategy, and business intelligence are all skills indicative of excellent business developers. Daily responsibilities for this job include fostering and growing relationships, creating and implementing organizational strategy, and achieving sales goals. A director of business development often has an MBA and can earn an average annual salary of $107,789.

For the first four decades of the modern Olympic Games, architecture was considered an Olympic sport, as art was considered an essential part of the competition.That may not be the case today, but demand remains for people with the combination of creative and analytical skill required by this career.  Architects typically have a bachelor’s degree, and have passed the Architect’s Registration Examination. Those in the profession make a yearly average salary of $104,080.

Nurse practitioners are registered nurses with higher education and training in particular areas and who provide quality healthcare to their patients. A nurse practitioner makes $103,233 a year, and must obtain a Master’s Degree in one of four recognized APRN roles as well as pass a national certification exam before becoming a nurse practitioner. Currently, over 50% of practicing nurses are over 50 years old — meaning the U.S. might be facing a nursing shortage in the future. The job outlook for nurses is thus very strong, with a whopping 31% expected growth by 2026 according to the BLS.

Methodology: To create this list, we calculated average salaries for job titles with at least 50 salary records over the last year.

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About Mildred Blankson

I am a Human Resource Professional with a Masters Degree in Human Resource Management. I have several years of experience in Human Resources and i hope this blog will be a great resource in helping you find the perfect job or candidate that you seek.

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How to Leverage Company Benefits to Recruit and Retain Top Talent

One-third of organizations have increased their overall benefit offerings in 2016, according to a research report compiled by the Society for Human Resource Management (SHRM). As recruiting and retaining top talent continue to become increasingly difficult for employers, robust benefit packages play a key role. When salaries and perks (think: free lunch) are nearly equal from company to company, employees are likely to opt for the company that offers the best benefits and greatest opportunities.

Medical and financial benefits aside, employees are looking for lifestyle and career benefits. SHRM reported that the top reason employers increased benefits in 2016 was to remain competitive in the marketplace—and the three biggest focus areas for change were in the health (22%), wellness (24%), and professional and career development (16%) categories. Robust benefit packages that include career development, health and wellness, and flexible working options provide a platform for employers to stand out. Nearly one-third of employees look for external positions because they desire “overall better benefits,” second only to higher compensation.

The type of benefits you offer speaks volumes on how you treat and support employees, which always manifests by way of your external employer brand. It’s not enough to say “we have great benefits,” because “great benefits” are now table stakes. Companies have mastered the art of talking about perks, from catered lunches to team building activities. Failure to talk about the real support and development opportunities you offer to employees might translate to missed opportunities. So how can hiring managers and recruiters promote employee benefits to help with recruiting and retention?

#1: Kick “industry standard” out of your vocabulary

When recruiters and hiring managers list their company’s benefits and summarize with the catch-all phrase, we offer “industry standard” benefits, it’s not enough. When all else—compensation, vacation days, and perks—are even, offering a standard benefits package won’t help your company standout enough to secure commitment from a top employee. Even though it might be tempting to default to a quick response, it pays to provide more detail about the benefits your company offers, in length, during the interview process.

And even more importantly than providing a laundry list of benefits (but kudos to you for that list!), explain how these benefits fit in with core company values. For example, if you offer flexible work arrangements and flexible hours, explain that these arrangements support your company’s value of work-life balance. If you provide a gym membership or showers at work, talk about how it enhances company culture or creates opportunities for employees to get the exercise they desire in a convenient way.. When recruits begin to see how your benefits support their shared values and interests, they’ll see the benefits you offer are much greater than “industry standard.”

Employers hoping to keep a competitive edge are offering more than the “industry standard” at every stage of the employee journey, including at severance – according to a recent study by RiseSmart. If you’re on the cutting edge of severance offerings, use those benefits to differentiate your company form the competition.

#2: Talk about goals in the recruiting and interview process

Before an employee is even hired, find out what they’re looking for in their employer and what their short and long term goals are. Ask questions like, “Where do you see yourself in 5 years?” and “How are you hoping your employer will support you along your career journey?” Employees, many of whom are seeking opportunities for career development and continuing education, need to know you plan to invest in their individual career goals.

A Career Builder survey found that 45% of employees, regardless of generation, plan to stay with their employer for less than two years. During their tenure, they expect to benefit and grow with each new role and and at each new company. It’s important to convey to prospective employees that you invest in each individual employee, regardless for how long they plan to stay in the role for which they are being hired.

#3: Amplify the employee voice

Remind employees early on that they have a voice to share about company culture and employee benefits. Glassdoor, for example, recommends employers invite new hires to reflect on their first few months at the company. Whether this leads to internal feedback or a public review, it can assist efforts aimed at creating a positive employer brand.

L’Oréal recently launched a #LifeatLoreal hashtag to encourage employees to share photos of their experiences at work. The campaign all stemmed from the idea that people would trust their peers on social media when it came to L'Oréal being a great place to work. Employees posted a wide variety of pictures, including snapshots of various benefits and perks in action—such as flex days and catered lunches. Encourage employees to share the experiences they enjoy the most on the social channel of their choice.

#4: Keep employees engaged with benefits

On average, salary is only about 70% of an employee’s total compensation. When employees don’t take advantage of the benefits offered by the company, it’s equivalent to leaving 30% of the total compensation package on the table. Employers who keep employees engaged with benefits are more likely to see benefits manifest as part of the employer brand. An employee is highly unlikely to leave a Glassdoor review that mentions a positive benefit if she has never actually utilized the benefit.

Try hosting monthly or quarterly Q&A sessions to discuss available benefits. When you roll out a particularly hefty benefit, such as a new 401K offering, or an update to parental leave policy, give employees ample opportunity to ask questions. You could also share success stories from employees who have taken advantage of a particularly niche benefit, such as an hour of free lawyer services, to showcase how the benefit is used and encourage other employees to check it out.

#5: Benefits are the forgotten negotiation tool

If you are a hiring manager or recruiter engaging with a candidate, think beyond salary, or equity. Everything is negotiable, from vacation days to health insurance choices. Savvy employees, especially as the war for talent continues to heat up, will use benefits as negotiation tools—but don’t shy away from doing the same thing on the employer side. It’s often easier to offer more benefits than to secure additional salary for an employee.

Don’t be afraid to talk about your full complement of benefits, including your severance benefits. Prospective employees may feel more comfortable about joining a company that will take care of them, in the event of a downsizing or restructuring event. You may want to consider offering perks like outplacement and career transition services to employees who leave voluntarily as well as those who are involuntary subjects of a layoff. Knowing that you are invested in their career, even after they leave, will help you create a workforce of dedicated, engaged, and satisfied employees.

The world is small and everyone is connected. When you invest in employees, it leads to a positive employer brand. In the new Employee Relationship Economy, former employees will someday become vendors, customers, brand evangelists, recruiting references, or even boomerang employees. In a world where the employee/employer relationship is no longer finite, it’s important to convey your full support for employees’ career endeavors at every stage of their career journeys -- beginning early in the recruiting and interview process.

In every recruiting conversation, highlight your dedication to each employee’s career. When you frame up your organization’s benefits in context of how they fit in with the employee’s journey, it’s easy for the candidate to see how your company would support his journey. Communication about employee benefits can go a long way in the recruiting process—and will have a direct impact on your employer brand. If you offer much more than “industry standard,” you should be screaming it from the rooftops. Your current and prospective employees deserve to understand just how committed you are to their personal and professional journey.

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