Salary Guide 2019
Learn how much you should earn or pay
Whether you want to attract personnel or are considering a career switch, the Robert Half Salary Guide contains all the information you need to make a well-informed decision. From salary scales and the latest fringe benefits to recruitment trends, our Salary Guide has it all.
Download our Salary Guide for finance and accounting, administrative support and IT now to:
- find out what a job is worth
- find out about more than just salaries
- read up on the latest recruitment trends
- discover the top jobs in the sector and the skills that are most in demand
- Find out what a job is worth
- Find out about more than just salaries
- Read up on the latest recruitment trends
- Discover the skills that are most in demand
We collected this valuable information through a unique workplace survey, an independent study amongst 200 Belgian CIOs, 200 Belgian CFOs, 300 Belgian senior managers with responsibility for recruitment and more than 23,000 employees worldwide, including 1,000 Belgians.
Fringe benefits, incentives and extras: what’s the difference?
Professionals do not just expect a basic salary that is in line with what other companies are paying. They want to have a choice between competitive fringe benefits, incentives and extras as well.
- Fringe benefits are all forms of compensation in kind that are paid to an employee indirectly and are not performance linked.
Examples: health insurance and pension plans. - With incentives such as financial or other remuneration, you reward or encourage exceptional performance and boost retention. Incentives are not established rights, they are performance linked.
Examples: bonusses, awards. - Extras (perks) are privileges that you give employees in addition to fringe benefits and incentives.
Examples: fitness club membership, free meals.
How to read our salary tables
To help you determine the salary levels for new recruits in finance and accounting, administrative support and IT, we explain the percentile scales below.
The data in our salary tables represents the national average. You should therefore adjust it to suit your market.
25th
For candidates who still need to develop, for whom the position – in a market with weak competition for talent – is new.
50th
For candidates with average experience and sufficient skills for the job. This percentile is applicable to an averagely complex position or a market with moderate competition for talent.
75th
For candidates with strong skills and above average experience, possibly with specialized qualifications. The position is reasonably complex or is in a market with strong competition for talent.
95th
For candidates with a high level of relevant experience and expertise, with specialized qualifications. The position might be very complex or be in a market where the competition for talent is fierce.