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The Great Debate: Posting the salary in your job description
Greg Ashmore • September 12, 2022
It turns out posting a salary on a job description is something every candidate wants to see.
Let's start by talking through what a salary range truly is, and the pros and cons of posting.
Offers come out as some mix of the following:
-The advertised compensation range
-The actual budget a company has to fill the open role
-Current market value for the open role
-What a candidate needs to make to accept a position
These four items make up a true salary range, however only two of these are typically known by the company posting. The third and fourth items on this list are rarely known by a company. To really find a true range we need to communicate openly and honestly. Without that transparency, you often end up wasting everyone's time over a couple dollars.
Pros of posting a salary range
1) You’ll attract more candidates - Maybe the most common job board filter is salary range. If you aren’t posting one you won’t even show up in many candidate searches.
2) You will waste less time - Fewer applicants that are in the extremes above or below the posted range to screen.
3) More candidates than ever value transparency in the interview process
4) Posting salary ranges avoid bias and helps maintain pay equality
What about the Cons?
1) Current employees may feel underpaid
2) Companies may lose out on some candidates who fear the base pay is too low
3) Higher level positions may require deeper conversations to establish a compensation range fair for both sides
4) Candidates can get locked on to the higher end of the range, despite their level of qualifications
5) Salary ranges often tell a fraction of the story of the overall package
So what do we do with all of this!?!?
To all the companies out there, especially the small and mid-sized companies that need to be efficient with their job board budgets I highly recommend full transparency. List a salary range, but also take pride in your whole posting and relay a story to a potential candidate. This is an advertisement to attract top-tier talent to your organization. Give them as many reasons to apply as you can. Most companies unknowingly use job postings in a way that discourages applicants with a long list of must-haves. It’s time to get out of the 90s newspaper-style ads.
To all the candidates looking for roles, I encourage you to apply for the opportunity, not just the compensation package. If a compensation level listed is lower than you expected, you can always disclose to a recruiter or hiring manager your desired compensation level prior to setting a phone call. Many candidates are worried about showing their hands and leaving money on the table. Rarely is this the case, plus most companies that don’t post a range are going to ask for your current salary before disclosing their range. Getting ahead of things and listing your desired compensation package over what your current package is tends to be the better play.
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