According to the results of the survey carried out by the consulting firm – in which more than 860 companies in Mexico participated – 36% of the companies are hiring staff and only 4.6% plan to reduce their workforce. Compared to 2020, this year voluntary turnover decreased 5%, while involuntary turnover decreased 1%.
According to Claudia Rodríguez, Information Products Leader in the Career area at Mercer, companies are focusing their efforts on strategies for the retention and attraction of talent, especially for key and difficult-to-recruit positions in Mexico City and Monterrey.
Regarding the base salary for executive positions, Nuevo León is the state that is 6% above the national average, followed by Mexico City and the Metropolitan Area with 5%. In contrast, Tamaulipas has a decrease of -41%, Jalisco of -36% and Bajío of -33%.
Base salaries for professional positions show a similar behavior. In Monterrey, Mexico City and the Metropolitan Area they are 9% above the average, but there is low competitiveness in Jalisco where they are 42% below the average, in Tamaulipas with -40% and in Bajío with -39%.
In this regard, Rodríguez indicates that guaranteed and variable payments, with in-kind and qualitative benefits, make competitiveness by region tend to be different due to the characteristics of the availability of talent.
Today, the guaranteed payments that organizations are considering are the bonus, 27 days on average for employees with a seniority of one year and 28 days for those with 10 years of work seniority.
The same is the vacation premium with 58% on average for those collaborators who have one to three years of seniority, 60% for those who have five years and 62% for those who have been part of the company for ten years.
In the survey, grocery vouchers show a prevalence of 74.9% in organizations, with 10% above the base salary. Regarding the savings fund, an index of 87.7% stands out, with 11% on the base salary and it should be noted that 83% have a limit amount of cash established by law.
In the case of short-term incentives, Mercer found that 85.5% of firms have a short-term variable bond policy. 86% offer profit sharing, while only 20% offer a substitute profit sharing incentive. Finally, 40% of corporations have a long-term incentive plan.