Should salary be included in Job ads?
Should we? Shouldn’t we? It is a question that has bugged the HR and Talent Acquisition teams of businesses across the world for years. There are benefits to including this golden information however, it can also have its negatives. Let’s grab a cup of coffee and explore some of the pros and cons…
Pro: It’s one of the first things job seekers look for
Of course, salary isn’t everything but a job seeker will (most of the time) want to move to a role that is higher or at least equal to their current pay. For some applicants, a missing salary from a job ad can quite frankly be off-putting. Are they trying to lowball? What are they trying to hide?
Having the salary visible will show clarity within your business, that there is a clear structure in place and that there isn’t any “hush-hush” culture around pay which can sometimes cause issues internally (especially if someone with equal or less experience to you is making more).
Con: Salary disclosure reveals your hand to the competition
Having salary information open to the public will mean it is also open to your competitors. This will mean that they can have the upper hand over you when it comes to making offers. However, if you are offering a competitive salary and a genuinely good opportunity – then this shouldn’t be an issue.
Pro: Disclosing a salary range could mean that you get more relevant applications
Now here is something that will excite recruiters globally, something that will save them time. Including the salary will mean that you will get more targeted and accurate applications to your roles. This will allow you to spend more time speaking with the right people as opposed to sieving through hundreds of applications that don’t fit the bill.
Con: Disclosing salary could cause problems internally
If your business doesn’t have a clear salary structure, then advertising numbers online could be an issue especially for those who are earning less than the advertised role. Again, this is a con but shouldn’t be an issue if your employees are paid fairly.
My Thoughts?
I have worked in recruitment for years now and have learned that including salary and being upfront is definitely the way to go. It means you get a better response and (better yet) from the right people. Internal recruitment teams can at times find advertising salary difficult especially if there is no internal salary structure in place but including at least a salary range will help massively.
At Adapt Talent we specialize in eCommerce Recruitment and Magento Recruitment and, we have a range of vacancies … with salaries, currently open with companies ready to hire this month.
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