Find Your Flex is a platform with a purpose. And that purpose is to build a better future of work for all. Today we are discussing salaries in job descriptions!
We asked the question: “If a Salary isn’t stated on a Job Description does it put you off?”
The post went viral, reaching over 100,000 views and over 4,100 people voted. 84% of people who voted said; yes they would be put off by a job description that does not state a salary.
Many of the voters supplied their reasons why and we noticed a particular pattern forming.
No Time for Time Wasters
“It usually puts me off entirely. If the job sounds like a particularly good fit and I enter a discussion with a recruiter about it, the salary range is the first question I’ll ask. If the recruiter won’t give me the salary range at the start, I’ll politely end the call there as I don’t want to waste my time.“
The most prominent reason given for why people would be put off applying, was that they didn’t want to waste time.
Supplementary to that was that most people apply for jobs that will continue to facilitate their lifestyle needs.
Applicants don’t want to waste their time applying. Only to find out further down the line that the salary will not sufficiently meet their needs.
“How can you make a decision about viability of changing a role/ company if you can’t equate whether you could continue to afford to live your existence?“
Applicants also see this as a lack of respect in valuing their time. Or even shows ignorance about the amount of time and effort candidates put into their job applications.
If a candidate really wants a role they can spend hours catering their CV and covering letter specifically to that role and company.
“Why should you spend the time and energy polishing a resume, applying, stressing, interviewing, waiting…just to find the salary range is something you would have never applied for in the first place?“
Salaries in job descriptions – a lack of transparency results in a lack of trust
“Good candidates who pull out are less likely to apply to the organisation again and more likely to share their experience with their connections.“
No company should ever underestimate the power of word of mouth.
It only takes one applicant to have a bad experience during the recruitment process for this to snowball. Social Networking and Social Media is a huge part of our daily lives.
All it takes is one post by an applicant with the right social connections to spread the word about how poor an employer’s recruitment process is.
“I somehow always get the impression that these companies are looking for the highest skilled employee who ticks all the right boxes whom they can then insult by offering as little as possible for their services.”
This all contributes to a company’s brand reputation. When it is clear that one aspect of the business has a negative reputation, it starts a domino effect in the eyes of the public. It’s clear to see their train of thought:
If a company has poor recruitment, they must be a poor employer. If they’re a poor employer, the service can’t be great. If the service isn’t great I should take my custom elsewhere.
Even in its simplest form, if you’re not being open about yourselves as an employer, why should candidates trust you?
Believe you are good and fair employer? Then literally put your money/salaries where your mouth is so candidates will know it!
“If you are proud of what you pay your people you will have no problem, putting this out.“
Don’t play games with people’s livelihoods
“What puts me off is when the recruiter asks what salary you expect. I just reply, asking what the company is offering. You can’t beat around the bush… it gets you nowhere and does no one any favours in the long run … Be up front and don’t treat it like a game. Life is too short!!“
Even if salaries are negotiable, a range between the minimum and maximum should be advertised to show applicants where they stand.
And once those negotiations begin, both parties need to be forthcoming about what their expectations are to meet a certain salary.
This is important as salaries can also help an applicant determine their level of seniority.
“The ludicrous requirements for even the most junior roles make it difficult to determine the seniority, in a way that salary absolutely defines.“
In negotiating anything, both sides need to be aware of the stakes. A candidate needs to know what it is they are negotiating for. It is better to state a salary in the job description than make applicants struggle to negotiate in the dark. This is just another form of playing games.
And its important that the employer is not considered a dictator, as this once again impacts their reputation. If the salary is negotiable, both parties must have something to negotiate with.
“Negotiating power lies with the employer if a salary isn’t listed. Whilst you can negotiate during the final stage of interviews, you should at least see salary expectations and that your potential employer has done some research into the role before you apply.“
Just ticking a recruitment box?
“It makes me feel like the recruiter is just trying to collect CVs to stick in a database and tick a box.”
But it is clear that to some applicants, an unstated salary is a red flag that employers do not care about the application and are just ticking a HR box.
Thus sending a message that employers don’t care enough to put in the research of the role they are recruiting for. And what the standard salary is for such a role.
“If you don’t advertise a salary then for me it says to a potential applicant is these guys are potentially looking to do this on the cheap or have no idea about the marketplace and so can’t even pitch a salary for the role.”
It can also show a poor HR department or recruiter. As top quality candidates who know their value will be looking out for a salary. These will be less likely to apply for the role.
Where an abundance of perhaps under-qualified candidates will be in their place resulting in hours of sifting through applications.
“It usually means HR and hiring managers spending unnecessary time sifting through more CV’s and interviewing candidates that if they discover the salary is too low will pull out.”
Salaries in job descriptions: The candidates have spoken. Now employers must listen
The response was loud and clear. The general theme that employers have a responsibility to state salaries in their job descriptions cannot be ignored.
If employers continue to omit such crucial information from the job description they not only risk losing potentially amazing recruits, but could be doing substantial damage to their brand reputation.
To conclude, its not difficult to state a salary in job description, even if its a range between the minimum and the maximum, at least then everyone knows where they stand. The only one that stands to miss out on not stating a salary is the employer.