We know you have a choice when selecting a survey provider. Birches Group is simply your best choice for market data in developing countries. Here’s why – we call it “the Birches Group Difference.”
We have survey data almost everywhere in the developing world – a total of 148 countries. No other provider covers as many markets as we do. With our Aon Hewitt partners, we reach 180 countries, more than any other global survey provider.
The Birches Group survey methodology is specifically tailored to developing markets. It was built from the ground up for these markets. We are the only provider using the same methodology everywhere we survey.
EASE OF PARTICIPATION
Participating in a Birches Group survey is easy. We rely on interviews with employers to gather key data rather than lengthy questionnaires which require hours to complete. The typical interview lasts about an hour and is conducted either face-to-face or by phone.
Updates are easy, too. Each employer will receive an e-mail request for updated information, showing the prior year’s data for reference. These updates are confirmed with a brief phone interview, if needed, to clarify the changes.
PROFESSIONAL JOB MATCHING
Job matching is the most critical step in any survey – if the matches are incorrect, the survey data is worthless. We ensure the high quality of our data through rigorous job matching, which is performed by Birches Group salary survey specialists – not by employers. Our specialists use the data gathered through the employer interviews (described above) to match and level your jobs.
WE SURVEY LEADERS
Our participants are leaders in their countries and sectors. By focusing on leaders, we capture the most important and dynamic employers – those that set trends and are held out as examples by others.
DEPTH OF DATA
In smaller markets, it is often difficult to find enough job matches to generate robust and accurate survey data. To address this, we double match jobs, matching specific occupational roles and generic roles. This ensures that data is available at all levels of the organization even if there are insufficient occupationally-specific matches available.
In developing markets, non-salary elements of compensation take multiple forms – cash and in-kind, and no two employers offer exactly the same ones. Our surveys include all types of cash allowances, short-term incentives and benefits in-kind.