The Impact of Adding Salary Range on Your Job Descriptions
There is much debate about whether to include salary ranges on job descriptions or reserve any mention of compensation for candidate interviews. Different schools of thought argue either:
- You should include this information. Otherwise, qualified talent may not even bother to apply
- You shouldn’t. Because truly interested individuals will apply regardless, knowing that salary will be discussed at a later time.
There’s no right or wrong answer. But there are factors to consider. If you want to attract top talent in today’s candidate-driven market, the bottom line is: You need to turn heads with JDs that bode well for your organization and give applicants enough information to make the right decision.
Yes, No or Maybe …
Those in favor of adding a salary range to job descriptions feel that by not doing so, it sends a negative message to candidates. Being vague or listing something like “depends on experience” can be anxiety provoking for potential hires.
- In a 2016 study, 74 percent of job seekers surveyed by the Society for Human Resource Management (SHRM) said they wanted to see salary ranges in employers’ job postings. In another online survey, postings that included salary ranges received 30 percent more clicks than those that did not.
You may elect to take any of the following approaches as you consider this decision:
- Advertise a lower salary. One job description tip may be to list a low-end salary number. This could draw more people with a genuine interest in the job versus those who are only looking for the biggest possible paycheck. And, it fosters goodwill when your actual offer is higher than what was published.
- Advertise the highest possible salary. This may be the way to go if you’re confident your company provides the most competitive compensation within your industry and geographic region. But make sure you note in your JD that the salary offered will be “up to” this amount. This lessens the likelihood of a candidate being upset by a lower offer.
- Advertise a salary range. This allows you the most leeway. Depending on how much you want to land a candidate, based on their experience, skill set and cultural fit, you can offer either the high or low end of the range. And, it gives both parties more room to negotiate. One caveat: Listing a salary range can lead to problems when you offer an initial amount. A candidate may consider themselves worthy of the top pay level and be disappointed when you place them at the lower end.
- Don’t advertise anything. By not stating a salary range on your job description, you’re free to offer whatever you feel is appropriate once you get to know a candidate. This also maintains salary confidentiality within your workplace. Posting salary ranges can be problematic if any current employees feel slighted because they earn less than what you’re offering a new hire.
Partner with Frontline Source Group!
Finding the right salary range for a position, then determining whether to include it in your job description, can be a source of angst for even the most experienced HR professional. For access to valuable market intelligence on industry pay ranges, as well as guidance in crafting winning job descriptions and sourcing candidates to meet your unique business needs, consider working with the talent experts at Frontline Source Group. To get in touch with our staffing service in Austin, TX, click here. Contact us to find the branch nearest to you or read our related posts to learn more!