With as many as five different age cohorts currently in the workforce (including the oftentimes ignored Traditionalists) from age 18 to 80, companies are struggling to come up with a one-size-fits-all strategy when it comes to compensation. Employers will have to figure out a compensation strategy that works with, rather than against, the different demographics. Inside this white paper:

- Identify cohort characteristics
- Traditional salary surveys are still important
- Preparing for the brain drain