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There is an exodus of talent from expensive living areas such as Silicon Valley to places like Nevada, Idaho and Southwestern states, where the cost of living is much lower.

Apparently, rewards professionals not only spend most time dealing with the cash dimension of rewards, they also have the highest levels of competence in this area including salary review, job evaluation, benchmarking and short-term incentives.

In his April 21 session, titled “ Myth-Busting Gen Z: Data-Driven Insights to Build Your Comp and Benefits ,” VanDerziel will: ;Uncover what recent college graduates truly value;; ;Examine critical areas shaping their decisions (e.g., starting salary benchmarks, benefits priorities, work location preferences, relocation trends, cultural alignment); and,; ;Help HR and total rewards (TR) pros better align their offerings and experiences with the expectations of Gen Z and new college graduates.; Workspan Daily editor Paul Arnold recently interviewed VanDerziel to unravel the secrets, issues and opportunities surrounding this workforce demographic.

Imagine your company’s performance, the orange line, superimposed on your industry’s landscape, the blue line and shaded areas.

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He directs its reward research agenda and is also responsible for its public policy work in the area of compensation and benefits.

It falls short in several areas.

Equal Employment Opportunity Commission and that have been highlighted as areas of discrimination and inequity in workplaces.

May operate a booth in the slot machine area and furnish change persons with money bank at the start of the shift, or count and audit money in drawers.

He is a frequent contributor to The Journal of Total Rewards and has published more than 12 articles His main research areas include compensation, corporate governance and business strategy.