Qu'est-ce que Salary Benchmarking ?
Definition
Salary benchmarking is the systematic process of comparing an organisation's compensation levels for specific roles against external market data, to determine whether pay is competitive relative to the relevant talent market. It is the foundation of an evidence-based compensation strategy.
In practice
Benchmarking sources include: compensation surveys (Mercer, Willis Towers Watson, Hay Group, Robert Half salary guides); public data (Statbel, Acerta salary barometer); HR technology platforms (Radford, Comptryx); job posting salary data (indeed, LinkedIn, Glassdoor); and professional network surveys. Effective benchmarking matches jobs by role scope and accountability, not just title — "Marketing Manager" can span an enormous range of responsibilities. Results are typically presented as percentile positions (25th, 50th, 75th, 90th percentile of market). Companies then choose a positioning strategy: at median (P50) for most roles, at P75 for critical talent, and at P90 for key differentiating capabilities. Benchmarking should be updated annually as market rates shift. In Belgium, sector-level minimum wages set by joint commission CCTs provide an absolute floor, but competitive benchmarking is typically well above these minimums.
Key takeaway
Salary benchmarking is not about paying the most — it's about paying strategically: competitive where it matters for attraction and retention, with budget directed at the highest-impact roles.
Définitions connexes
Salary Scale / Pay Grade
Structured framework defining salary ranges for each role and seniority level within an organisation, ensuring internal equity and transparent progression.
Salary Negotiation
Exchange between a candidate and an employer to agree on the terms of total remuneration for a position, covering base salary and other components.
Total Compensation Package
All components of an employee's total remuneration — base salary, variable pay, extra-legal benefits, stock, and non-monetary advantages — considered as a whole.
Pay Equity
Principle that employees performing equal work or work of equal value should receive equal pay, regardless of gender, origin or other personal characteristics.