Including the salary range in your job listing descriptions is a hot topic right now, and it’s been a hot debate among those in the recruitment industry for a while. Whilst there are certainly some cons to sharing your salary offerings (competitors, top talent not applying if they don’t think there is room for negotiation and more) the pros far outweigh them.
It’s the main thing job seekers are looking for
According to Reed.co.uk, 2 in 3 job seekers are more likely to apply when a salary is disclosed on a job advertisement. LinkedIn has said that 70% of professionals want to hear about salary in the first communications with a recruiter. Posting it in the job advert provides potential job seekers with the information they require and will increase the chance of them reaching out.
Many talented recruits will scroll past and ignore job adverts that don’t have the salary displayed. Why? Because they don’t want to waste their time putting their effort into applying for a job and going through the interview process only to find that the salary doesn’t meet their expectation or isn’t negotiable.
It’s all about diversity, equity and inclusion
Something that is becoming an important part of a lot of companies policies is diversity, equity and inclusion. This can include treatment of staff, fairness within the workplace and being transparent about the hiring process. Disclosing salary ranges is a way of implementing transparency across the board showing that your business isn’t interested in hiding certain information and is a huge trust builder – particularly important for the millennials within the workforce that put this high up on their list of desirables from a potential workplace.
This leads us on to how it helps minimise bias and keeping salary ranges fair
As you know it’s illegal to pay people a different salary when the difference between them includes race, gender, disability, religion and lots more. Going hand in hand with diversity, equity and inclusion policies, it adds a layer of transparency that potential recruits will find refreshing.
It is becoming normalised
It used to be that hiding the salary range on a job posting was commonplace. But it’s 2021 and more and more businesses are embracing the benefits of transparency. Some of the trailblazers include Glitch, Buffer and Basecamp.
In summary, it’s the 21st century and the job salary SHOULD be included in the job description. However, you can leave it slightly open, either stating a bracket (dependent on experience) and/or room for negotiation.
After all, a salary can be discussed in the interview stages depending on the application. It’s not fixed and you should say as much in your job description to attract the type of talent you’re after.