ADMINISTRATIVE

SALARY
GUIDE
2019
CONTENTS
2 14 21

Your Guide to Administrative Adjusting Salaries 10 Interview Questions

Starting Salaries for U.S. Cities to Ask Job Candidates

4 16 22

Hiring Trends in the United States Hiring Trends in Canada A Snapshot of

Compensation Packages

6 17
24
Healthcare Hiring Trends Administrative Salaries: Canada
A Manager’s Onboarding Checklist

9 20
26
How to Use Our Salary Tables Adjusting Salaries
for Canadian Cities About OfficeTeam
You acknowledge and agree that the Salary Guide and its contents
10 shall be solely for your personal, non-commercial use and that the
Salary Guide and copyright are the exclusive property of Robert Half
International Inc. © 2018 Robert Half International Inc.
Administrative Salaries: United States
2019 SALARY GUIDE | OFFICETEAM 1
YOUR GUIDE
W Employers are competing in a fierce hiring market today.
Skilled talent is in short supply, and top candidates
frequently field multiple job offers. For many roles,
TO ADMINISTRATIVE
the talent crisis is expected to deepen.
STARTING SALARIES
Recruiting and retaining the best people require staying
current on salary and hiring trends. And the OfficeTeam
2019 Salary Guide can help you do just that.

Why a salary guide from OfficeTeam? Because we know

what we’re talking about when it comes to compensation
and hiring. Our staffing specialists place administrative
professionals with companies like yours every day. We
know what candidates are looking for in job offers,
which skills require employers to pay a premium and
which types of roles are hardest to staff. The salary
ranges in the guide are based on the tens of thousands
of placements we’ve made and the actual salaries our
clients are paying to land top talent.

In short, the OfficeTeam 2019 Salary Guide is your

all-in-one source for comprehensive and accurate salary
and hiring data.

2019 SALARY GUIDE | OFFICETEAM 2

 101
Average number of
minutes managers say
administrative assistants
save them daily

75
Percentage of managers

100 who said responsibilities for

administrative professionals
have increased in the past
Percentage of five years
managers who
said their assistant
is important to
their success
Source: OfficeTeam survey
of more than 600 senior
managers in North America

2019 SALARY GUIDE | OFFICETEAM 3

HIRING
As a stronger economy spurs business growth, companies need
administrative professionals with diverse skill sets to help them
integrate new staff and technology. But low unemployment and

TRENDS widespread skills shortages are making a hiring manager’s job

tougher than ever.
IN THE UNITED STATES
Administrative hiring market in 2019
Firms investing in office support — New projects driven by
digital transformation and increased business activity are prompting
organizations to add staff, including administrative workers.

Need for faster hiring processes — With experienced

administrative staff in high demand, employers jeopardize their
chances of hiring the right person when they don’t make an
offer quickly.

No perfect candidate — Instead of holding out for

applicants with every desirable quality, companies are hiring
for the most critical skills, then offering training to help a new
employee succeed.

More negotiation — The best office support candidates will

be considering multiple job offers, so managers shouldn’t be
surprised if they ask for higher salaries and more benefits than
in previous years.

2019 SALARY GUIDE | OFFICETEAM 4

Tech experts wanted — Technology is not only becoming more
pervasive in business, it’s also changing rapidly. That’s why companies
look for tech-savvy support professionals who can help their teams
with the latest software and applications.

Interpersonal skills increasingly important — As administrative

responsibilities become more complex and vital, firms are focusing
on candidates who can think quickly, communicate clearly and work
well with others.

Top certifications
Hard-to-staff positions
Executive assistants — Senior-level assistants are • Certified Administrative
in high demand due to the critical role they play Professional (CAP)
in helping business leaders focus on their most • Microsoft Office Specialist (MOS)
important priorities.
• Professional in Human
Customer service representatives — Resources (PHR)
As companies find it harder to compete on price • SHRM Certified Professional
and quality, service is becoming a key differentiator. (SHRM-CP)
Businesses seek empathetic customer-facing
support teams that excel in this area.

HR specialists — Growing companies need

professionals to support recruiting, onboarding For details on in-demand positions, see the
and talent management programs. glossary of job descriptions.

2019 SALARY GUIDE | OFFICETEAM 5

HEALTHCARE
According to the U.S. Bureau of Labor Statistics, healthcare
employment is projected to grow 18 percent and add 2.4
million new jobs in the United States between 2016 and 2026
HIRING TRENDS
— the most of any industry.

What hiring managers want most

Experience — While it’s possible to make a lateral move
into healthcare, candidates with actual experience in the field
are most in-demand.

Tech savvy — Providers want administrative staff well-versed

in the latest practice management and electronic medical
records software.

Desire to help others — The U.S. population is aging,

and that means healthcare needs are rising. Healthcare
organizations want administrative professionals who treat
patients with compassion and sensitivity.

Bilingual skills — With a growing non-English-speaking

population, there is an increased demand for candidates
who are fluent in different languages.

2019 SALARY GUIDE | OFFICETEAM 6

 Hard-to-staff positions
Receptionists, front desk coordinators
and schedulers — Often a patient’s first
point of contact, administrative workers
with medical practice experience and a
dedication to patient care are acutely
needed but hard to find.

Insurance verification and authorization

clerks — More stringent insurance
reimbursement policies have increased
demand for these support professionals.

Coding professionals — As codes

used by medical practices, hospitals and
insurance companies continue to become Top healthcare certifications
more specific and varied, these roles demand
• Certified Coding Specialist (CCS)
employees with increasingly specialized skills.
• Certified Professional Coder (CPC)
Medical customer service representatives — • Registered Health Information
Complex insurance structures have Administrator (RHIA)
created more opportunities for attentive
• Registered Health Information
administrative staff who can address
questions from patients and providers. Technician (RHIT)

7 7
WE MAKE
HIRING EASY
Hiring doesn’t have to be a costly, time-
consuming process. We can help you find the
right fit for your open roles. Find out all the
ways we can be a trusted advisor throughout
your hiring process.

START HIRING NOW

HOW TO USE OUR SALARY TABLES
To help you determine salary levels for new hires, we report starting pay ranges by percentiles, as defined below. Salary figures
represent the national average, but you can adjust the figures on the following pages to your market using the local variances on
Pages 14-15 for the United States and Page 20 for Canada. Bonuses, benefits and other forms of compensation are not factored
into the starting salary ranges.

25th 50th 75th 95th

The lowest percentile most
often fits candidates who
are new to the role and still
developing their skills. The
role may be in a market with
low competition for talent
or in a smaller, less complex
organization.
To start a candidate at the
midpoint percentile, expect
average experience and the
necessary skills to get the job
done. The role will likely be
of average complexity or in
a market where the competi-
tion for talent is moderate.
A significantly high level
Higher-end starting salaries
of relevant experience and
require a strong skill set and
expertise, including specialized
more experience than is typ-
certifications, can command
ical. Candidates may have
a starting salary in the highest
specialized certifications. The
percentile. The role may be
role may be fairly complex or
very complex or in a market
in a market where the com-
where the competition for
petition for talent is high.
talent is extremely high.

PERCENTILES
ADMINISTRATIVE TITLE 25th 50th 75th 95th
SALARIES
Administrative Senior Executive Assistant 55,750 61,250 71,000 87,750
United States
Executive Assistant 43,000 53,250 66,750 75,250

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM 9

ADMINISTRATIVE SALARIES:
UNITED STATES
PERCENTILES
TITLE 25th 50th 75th 95th

Administrative Senior Executive Assistant 55,750 61,250 71,000 87,750

Executive Assistant 43,000 53,250 66,750 75,250
Senior Administrative Assistant 39,750 42,500 48,000 59,500
Administrative Assistant 34,250 35,750 40,750 47,750
Entry-Level Administrative Assistant 28,500 32,750 36,250 39,750
Marketing Assistant 34,500 38,000 44,000 51,250
Sales Assistant 32,750 35,500 42,000 46,250
Specialized Assistant – Legal 35,500 41,000 45,000 53,000
Property Management Assistant 27,250 32,000 36,500 47,000
Mortgage Assistant 29,750 31,750 36,750 41,500
Project Assistant/Coordinator 30,750 37,500 40,500 42,500
Purchasing Assistant 30,000 37,000 41,500 50,500
Management Office Manager 42,750 44,500 51,000 67,000
Facilities Manager 43,500 61,750 70,500 89,500
Office Services Office/Facilities Coordinator/Assistant 29,000 33,250 38,000 41,250
Office Clerk 22,750 25,750 28,000 34,250
Mail Assistant/Clerk 23,000 25,000 27,500 34,000

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM 10

 PERCENTILES
ADMINISTRATIVE TITLE 25th 50th 75th 95th
SALARIES
Office Services File Clerk 23,500 25,250 27,500 33,000
United States
(continued)
Claims Processor 33,000 34,750 37,000 40,500
Logistics Clerk 27,750 34,250 39,250 52,250
Dispatcher 27,750 31,750 33,750 41,500
Document Control Clerk 26,250 31,250 35,250 40,500
Proofreader 40,000 45,250 52,000 62,250
Presentation Specialist 44,500 50,500 58,000 67,500
Data Entry Senior Data Entry Specialist 31,000 33,500 37,000 43,000
Data Entry Specialist 25,000 28,250 31,000 36,500
Senior Order Entry Specialist 31,500 36,500 41,250 47,000
Order Entry Specialist 26,750 29,750 33,250 37,250
Reception Front Desk Coordinator 24,750 28,000 32,000 37,250
Receptionist 23,250 28,500 30,250 33,750
Customer Service/ Customer Service Manager 40,750 45,250 52,750 67,250
Call Center
Senior Customer Service Representative 33,500 38,000 43,250 55,000
Customer Service Representative 29,000 30,750 35,750 42,500
Call Center Manager 45,250 51,250 58,500 75,000
Senior Call Center Representative 35,250 40,000 45,750 58,250
Call Center Representative 29,000 32,500 38,500 44,000
Human HR Benefits Specialist/Coordinator 41,250 46,250 54,000 66,250
Resources (HR)
HR Recruiting Specialist/Coordinator 37,000 42,500 49,000 61,250
HR Assistant/Generalist 31,000 35,500 40,500 52,500

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM 11

 PERCENTILES
ADMINISTRATIVE TITLE 25th 50th 75th 95th
SALARIES
Administrative Credentialing Specialist 34,750 38,000 44,250 53,000
United States
Healthcare
Patient Registration/Intake/Admissions Clerk 26,750 30,500 35,000 44,500
Insurance Referral Coordinator 29,000 33,000 38,500 48,000
Insurance Verification Clerk 29,750 33,500 38,500 49,000
Insurance Authorization Clerk 31,250 35,250 40,500 51,500
Medical Scheduler 27,750 31,250 35,750 45,750
Medical Front Desk Coordinator 27,000 30,250 34,500 44,250
Medical Receptionist 26,000 29,250 33,500 42,750
Electronic Medical Records Specialist 28,500 32,250 37,000 47,250
Medical Coding Manager 58,500 66,250 76,000 97,000
Certified Coding Specialist 47,000 53,000 61,000 77,750
Certified Professional Coder 47,000 53,000 61,000 77,750
Medical Data Entry Specialist 25,750 29,000 33,250 41,000
Patient Access/Services Representative 30,500 34,500 39,500 50,250
Employers may increase salaries for Medical Customer Service Representative 30,250 34,250 39,000 50,000
administrative professionals who are:
Member Services/Enrollment Manager 49,000 55,500 63,750 81,000
• Multilingual
• Certified (e.g., Microsoft Office Specialist) Member Services Representative/Enrollment Specialist 30,500 34,250 39,250 50,250
• Senior executive assistants supporting
Provider Relations Specialist 32,000 35,750 40,750 47,250
C-level executives in large companies
• Receptionists in large companies who Medical Office Administrator 39,500 44,500 51,000 65,000
have more than five years of experience
Medical Executive Assistant 46,250 53,250 61,000 76,500
• Customer service managers or call center
managers overseeing more than 20 people Medical Secretary/Administrative Assistant 32,000 35,750 40,750 52,000

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM 12

CALCULATE YOUR
CUSTOM SALARY
How do salaries in your area compare to the national
averages? Click on the button below to calculate custom
salaries. Just select from the options for job titles and
locations, and the calculator does the work for you.

CALCULATE YOUR CUSTOM SALARY

ADJUSTING
Starting salaries vary widely from city to city — cost of living, a scarcity
of top talent and other factors can all have an impact. To customize
compensation for your area, and to better compete for local talent,

SALARIES increase or decrease the national salary reported on previous pages

by the percentage for your city. Market variances are reflective of all
FOR U.S. CITIES industries and professions.

Alabama San Francisco +41% District of Columbia

Calculate a custom salary with the
Salary Calculator.
Birmingham – 5%
Huntsville – 6%
Mobile –14%
Arizona
Phoenix +15%
Tucson +7%
Arkansas
Fayetteville – 5%
Little Rock ­– 5%
California
Fresno – 8%
Irvine +30 %
Los Angeles +32%
Monterey +15%
Oakland +32%
Ontario +20 %
Sacramento +6%
San Diego +27%
San Jose +38.5%
San Rafael +32%
Santa Barbara +27%
Santa Rosa +22%
Stockton –13 %
Colorado
Boulder +17.5%
Colorado Springs – 3.5%
Denver +9 %
Fort Collins –2 %
Greeley –11%
Loveland – 5%
Pueblo –17%
Connecticut
Hartford +17%
New Haven +12%
Stamford +31%
Delaware
Wilmington +5%
Washington +33 %
Florida
Fort Myers –9 %
Jacksonville – 4%
Melbourne –9.5%
Miami/
Fort Lauderdale +6%
Orlando +1%
St. Petersburg – 3%
Tampa – 0.5%
West Palm Beach +2%
Georgia
Atlanta +6%
Macon –18 %
Savannah –15%
Hawaii
Honolulu +7%

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM 14

Idaho
Boise –11%
Illinois
Chicago +23.5%
Hoffman Estates +12%
Naperville +12%
Rockford –15%
Indiana
Fort Wayne –16%
Indianapolis – 3%
Iowa
Cedar Rapids – 6%
Davenport – 5%
Des Moines +1%
Sioux City –16%
Waterloo/
Cedar Falls –13 %
Kansas
Overland Park +1%
Kentucky
Lexington – 8.5%
Louisville – 8%
Louisiana
Baton Rouge –1%
New Orleans –1%
Maine
Portland – 5%
© 2018 Robert Half International Inc.
Maryland New Hampshire Toledo –14.5% Texas
Baltimore +3 % Manchester +12% Youngstown –24% Austin +9 %
Nashua +14% Dallas +10 %
Massachusetts Oklahoma
El Paso –28 %
Boston +34% New Jersey Oklahoma City –7%
Fort Worth +9 %
Springfield +1% Mount Laurel +15% Tulsa –7%
Houston +8 %
Paramus +30 %
Michigan Oregon Midland/Odessa +10 %
Princeton +25%
Ann Arbor +1% Portland +9 % San Antonio +1%
Woodbridge +26.5%
Detroit –1%
Pennsylvania Utah
Grand Rapids –14.5% New Mexico
Harrisburg – 5% Salt Lake City +6%
Kalamazoo –20 % Albuquerque – 8.5%
Philadelphia +15%
Lansing –15% Virginia
New York Pittsburgh –2 %
Norfolk/
Minnesota Albany – 4%
Rhode Island Hampton Roads –2%
Bloomington +6.5% Buffalo – 6.5%
Providence +1.5% Richmond –1.5%
Duluth –20.4% Long Island +20 %
Tysons Corner +32%
Minneapolis +7% New York +40.5% South Carolina
Rochester +2% Rochester – 6.5% Charleston – 5% Washington
St. Cloud –14% Syracuse –9.7% Columbia – 6.5% Seattle +25%
St. Paul +4% Greenville – 6% Spokane –18 %
North Carolina
Missouri Charlotte +2% South Dakota Wisconsin
Kansas City – 0.5% Greensboro +0 % Sioux Falls –16% Appleton –15%
St. Joseph –10 % Raleigh +4% Green Bay –13.5%
Tennessee
St. Louis +0.5% Madison –1.5%
Ohio Chattanooga –11%
Milwaukee +1%
Nebraska Akron –11% Cool Springs +0 %
Waukesha +0 %
Omaha +0 % Canton –18 % Knoxville –11%
Cincinnati –2.5% Memphis – 5%
Nevada
Cleveland – 4% Nashville +1.5%
Las Vegas +2%
Columbus –2 %
Reno +1%
Dayton –13 %
2019 SALARY GUIDE | OFFICETEAM 15
HIRING
Low unemployment across Canada is creating a shortage
of experienced administrative talent.

TRENDS The biggest trends affecting hiring

Temp-to-hire — Managers are increasingly bringing in interim

IN CANADA
employees to bridge staffing and knowledge gaps
while also evaluating these workers as potential full-time hires.

Rising salaries — Minimum wage increases and improving

economies across Canada are expected to boost average
starting compensation for administrative professionals.

Soft skills — Employers seek candidates with finely tuned

communication abilities as they hire for customer-facing roles.

Bilingual candidates — Our recruiters report high demand for

administrative staff who are fluent in both English and French.

Sectors with the greatest demand for administrative

professionals

Construction Property management

Government Healthcare

2019 SALARY GUIDE | OFFICETEAM CANADA 16

ADMINISTRATIVE SALARIES:
CANADA

PERCENTILES
TITLE 25th 50th 75th 95th

Administrative Senior Executive Assistant 57,000 62,000 73,000 87,000

Executive Assistant 48,500 54,500 62,250 72,250
Senior Administrative Assistant 46,250 51,250 57,500 68,250
Administrative Assistant 34,500 39,000 44,500 54,000
Entry-Level Administrative Assistant 31,000 34,750 40,000 51,000
Marketing Assistant 34,500 37,750 45,250 57,750
Sales Assistant 36,750 42,000 50,000 57,500
Specialized Assistant – Legal 36,000 39,000 45,750 59,750
Property Management Assistant 33,250 37,750 42,250 50,000
Project Assistant/Coordinator 43,750 49,500 56,750 65,500
Purchasing Assistant 40,500 45,500 52,750 55,000
Management Office Manager 44,500 47,500 56,500 74,750
Facilities Manager 53,500 60,500 69,750 88,500

All salaries listed on Pages 17-19 are in Canadian dollars.

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM CANADA 17
 PERCENTILES
ADMINISTRATIVE TITLE 25th 50th 75th 95th
SALARIES
Office Services Office/Facilities Coordinator/Assistant 30,500 34,750 37,000 44,500
Canada
Office Clerk 31,250 32,750 36,750 42,250
Mail Assistant/Clerk 31,250 32,500 38,000 41,000
File Clerk 30,500 32,500 37,750 40,750
Claims Processor 35,250 38,750 43,750 48,750
Logistics Clerk 34,500 38,000 45,000 55,750
Dispatcher 35,500 38,750 45,000 51,000
Document Control Clerk 31,000 37,000 43,250 53,750
Proofreader 47,750 54,250 62,000 64,750
Presentation Specialist 46,000 52,250 58,750 68,500
Data Entry Senior Data Entry Specialist 33,000 36,500 43,500 49,000
Data Entry Specialist 30,750 32,250 35,750 45,000
Senior Order Entry Specialist 37,750 42,750 47,500 52,250
Order Entry Specialist 32,250 39,500 43,750 45,750
Reception Front Desk Coordinator 33,750 38,750 44,500 50,000
Receptionist 33,000 36,250 42,000 49,250
Customer Service/ Customer Service Manager 52,500 57,500 76,000 90,250
Call Center
Senior Customer Service Representative 40,500 45,000 49,250 59,000
Customer Service Representative 31,250 34,500 36,500 47,250
Call Center Manager 51,500 59,000 68,500 83,000

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM CANADA 18
 PERCENTILES
ADMINISTRATIVE TITLE 25th 50th 75th 95th
SALARIES
Customer Service/ Senior Call Center Representative 41,750 47,250 54,250 68,500
Canada
Call Center (continued)
Call Center Representative 35,500 39,750 43,750 50,000
Human HR Benefits Specialist/Coordinator 49,500 55,250 60,750 66,000
Resources (HR)
HR Recruiting Specialist/Coordinator 40,250 47,000 52,750 60,000
HR Assistant/Generalist 39,000 44,000 49,000 56,500
Administrative Medical Receptionist 35,500 39,000 44,750 55,500
Healthcare
Electronic Medical Records Specialist 37,500 42,500 47,250 61,500
Medical Data Entry Specialist 36,750 39,000 43,000 45,750
Medical Office Administrator 35,500 41,000 47,250 67,000
Medical Secretary/Administrative Assistant 33,750 35,500 43,750 55,500

© 2018 Robert Half International Inc.

Employers may increase salaries for

administrative professionals who are:
• Multilingual
• Certified (e.g., Microsoft Office Specialist)
• Senior executive assistants supporting
C-level executives in large companies
• Receptionists in large companies who
have more than five years of experience
• Customer service managers or call center
managers overseeing more than 20 people

2019 SALARY GUIDE | OFFICETEAM CANADA 19

ADJUSTING
Starting salaries vary widely from city to city — cost of living,
a scarcity of top talent and other factors can all have an
impact. To customize compensation for your area, and to

SALARIES better compete for local talent, increase or decrease the

national salary reported on previous pages by the percentage
FOR CANADIAN CITIES below for your city. Market variances are reflective of all
industries and professions.

Alberta Ontario
Calgary +4% Kitchener/
Edmonton +2.2% Waterloo – 3.7%
Ottawa +0.2%
British Columbia
Toronto +4.9 %
Fraser Valley +1.2%
Vancouver +5.6% Quebec
Victoria –2.2% Montreal +3.1%
Quebec City –9 %
Manitoba
Winnipeg – 8% Saskatchewan
Regina – 5.1%
Saskatoon – 3.5%

Calculate local salaries with the

Canadian Salary Calculator.

© 2018 Robert Half International Inc. 2019 SALARY GUIDE | OFFICETEAM CANADA 20
 1 What kind of office environment do you thrive in?

2 Tell me about a time you felt overwhelmed at work and how

you handled it.

3 What software do you think is most effective for collaborating

with team members?

4 Tell me about a time when you had to deal with an angry

customer or coworker.

10 5 How do you go about learning new software or other

technology?

INTERVIEW 6 Tell me about a project you are particularly proud of managing.

QUESTIONS 7 How would your coworkers describe you as a team member?

As a team leader?
TO ASK JOB CANDIDATES
8 What have you done at your current company to save time or
reduce costs?

9 Tell me about a time you delivered exceptional service.

The job interview is your first real opportunity to gauge
your candidates’ technical and interpersonal skills. Here 10 How do you foster positivity when a complex project is
are questions to ask that will give you insight into both. behind schedule and team members are on edge?

2019 SALARY GUIDE | OFFICETEAM 21

A SNAPSHOT OF Common benefits*
Most wanted benefits % Companies offering

COMPENSATION Health insurance

88%

PACKAGES Paid time off **

80%
Dental insurance
71%
Benefits, perks and incentives can play as Vision insurance
significant a role as salary in your ability to 60%
attract and retain top talent. See what other
Disability insurance (short-term and/or long-term)
firms offer so you can keep pace. 58%

Benefits — Assistance with basic needs; noncash; Life insurance and AD&D insurance
53%
not tied to job performance (e.g., health insurance,
retirement plan) Retirement savings plan
52%

Perks — Special privileges; typically noncash; Leave of absence

sometimes tied to job performance or seniority 44%

(e.g., telecommuting, workplace wellness program) Employee assistance program

39%
Incentives — Motivational rewards; usually cash; tied Pretax programs (e.g., commuter benefits, flexible
spending accounts, health savings accounts)
to job performance (e.g., bonuses, profit-sharing plan)
22%
Tuition assistance or reimbursement
14%
* Multiple responses were permitted. Top responses are shown.
** Includes vacation, sick days and paid holidays

2019 SALARY GUIDE | OFFICETEAM 22

Common perks* Common incentives*
Most wanted perks % Companies offering Most wanted incentives % Companies offering

Flexible work schedules

62%
44% 33% 22%
Employee social events Annual or Profit-sharing Spot
44% biannual plan bonuses
bonuses
On-site amenities (e.g., exercise facilities, child care)
23%

Paid time off for volunteer activities

21%
19% 12% 12%
Compressed workweek Sign-on Deferred Retention
17% bonuses compensation bonuses
plan
Telecommuting
14%

Helping employees save for retirement

Employees expect more time off

90% Companies that

match contributions 3-4% Average
company
14 10 to employees’ 401(k)
or RRSP*** plans
match

Average number of Average number of days

days of paid time off of paid time off companies
* Multiple responses were permitted. Top responses are shown.
job seekers want when offer employees with less *** Registered Retirement Savings Plan in Canada
joining a new company than 5 years’ tenure Source: Robert Half surveys of more than 600 HR managers and more than 1,500 workers in North America

2019 SALARY GUIDE | OFFICETEAM 23

A MANAGER’S
ONBOARDING
CHECKLIST
The experience your new hires have
during the first weeks on the job can
determine whether they flourish or begin
to look for other employment options. It’s
your onboarding process that can tip the
balance. Here’s a checklist to use so the
time, money and effort you put into the
hiring process don’t go down the drain.

2019 SALARY GUIDE | OFFICETEAM 24

 Prior to Day One
…… Allocate enough time to onboarding so ……
new hires can digest what’s presented.
…… Set a clear agenda, and share it ……
in advance.
…… Explain the nuts and bolts, such as
where to park and the person to ask ……
for when arriving.
…… Set up the computer, server, email,
voicemail and building security ……
access so the newcomer can be
productive from day one.
…… Offer early access to select portions
of your company intranet or HR system ……
so new hires can see a greeting from
your CEO or department head, review
the employee handbook and fill out
HR paperwork.
Day One
Welcome the new hire ……
with genuine excitement.
Don’t delay introductions; ……
make sure the person knows
who does what.
Arrange casual meetings and a
lunch so the new hire can begin ……
to develop personal relationships.
Offer branded items like a
coffee mug or T-shirt so the
newcomer immediately feels ……
like part of the team.
Conduct a basic orientation:
Offer background about the
company’s industry, structure, ……
history and values — and
invite questions.
Week One and Beyond
Review the job responsibilities
and set goals.
Set aside time for appropriate
functional training, including
overviews of internal systems
unique to your firm.
Assign new hires a mentor who
can guide them through company
culture and answer any questions
they may have.
Check in regularly to ensure
new staff understand their
assignments and to find out if
they’re enjoying their work.
Ensure the person’s goals are still
aligned with the organization’s.
2019 SALARY GUIDE | OFFICETEAM 25
ABOUT
OFFICETEAM
OfficeTeam is a division of Robert Half, the world’s first
and largest specialized staffing firm. We offer personalized
service and use the latest recruiting technology to place
highly skilled administrative professionals on a temporary
and temporary-to-hire basis.

OfficeTeam has more than 300 staffing locations worldwide.

Hiring doesn’t have to be a long, expensive and labor-

intensive process.

Contact your nearest staffing specialist online or call

1.855.560.0625 to learn how we can help you find skilled
talent for your organization.

2019 SALARY GUIDE | OFFICETEAM 26

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