Salary requirements in the communications industry continue to rise as we round out 2005. As we look to 2006 we see the trend continuing well into the New Year. Looking back on ‘05Â’, communications industry hiring kicked into warp speed mode around mid-year, and has stayed strong through the holiday months.

The scales shifted a bit from the previous years and what once was a true employer’Â’s market went quickly in the other direction. Suddenly, there were more jobs than there were qualified candidates. The War for Talent was in full swing. The majority of the talent pool was gainfully employed and not actively seeking a new opportunity. Companies who once held all the cards in the hiring game had to increasingly play hardball simply to compete.

Because the highly skilled communications industry talent is now in the position to pick and choose, or just sit tight, companies have had to become savvier in the art of job offers and salary negotiation. Low-balling a salary from the onset is now a mortal wound in the job offer process where once it may have been salvageable with a little bit of nursing.

Salary ranges across the board are being driven up, in turn, affecting internal compensation structures. Candidates with supreme qualifications are warranting higher salaries, in many cases, than those they will be reporting to. Companies are now faced with a necessary upward shift in their entire departmental structure due to one or two key hires.

Rock and a hard place? Definitely. So, how are so many companies continuing to successfully hire, despite the rising cost of doing so? Creative packages, extra benefits, bonus incentives, increased quality of life balances. Nine of ten professionals currently interviewing will tell you that salary is not the most important consideration when shopping for a new opportunity. Money isn’Â’t everything, but a move must be worth their while -– otherwise, why even consider it?