Reluctant to Disclose Salary on Your Job Postings? Here Are 3 Reasons We Think You Should
Successful hiring means not only finding the best candidate match, but doing it in the most efficient way possible.
We’ve seen a lot of hiring managers and HR personnel struggle over the years to attract the top talent they need. So we built our own recruitment arm of the business to deliver the results our clients weren’t finding elsewhere.
As a strategic inbound process that enables more effective recruiting, The Modern Recruitment Method doesn’t rely on poaching talent the way many traditional hiring practices do. Instead, we take a customized approach to meeting specific hiring needs that pairs insightful support with transparency.
One of the most ‘controversial’ (read: modern) points that sets our recruitment methodology apart is the fact that we expect our clients - and anyone else wishing to take advantage of The Modern Recruitment Method - to:
· Post the salaries for job positions they’re looking to fill
· Avoid wide, ambiguous salary estimates (like $60-$90K, for example)
· Aim for a salary range spread of no more than $10K
Why do we insist on such a non-traditional approach to communicating salary expectations upfront?
For the same 3 reasons we believe you can’t afford not to disclose salary on all your job postings.
Reason #1: Posting the salary saves time
Depending on the company, industry and job specifics, some professional positions (like marketing manager, software developer and controller, to name a few) boast salary variances that span tens of thousands of dollars.
When you’re transparent about the pay you’re offering for a particular role, you allow potential applicants to “self-select” based on the salary information you’ve provided.
That means you won’t have to waste time screening resumes and conducting interviews only to discover that the person you were hoping to onboard is way out of your company’s price range.
Reason #2: Determining salary upfront leads to better pay equity
It’s not unusual for bias to creep in when we look at the value a person brings to an organization vs. the value of the job they perform. That’s why it’s critical to determine in advance what the role you’re hiring for is worth to your company so you can establish an equitable salary.
In an effective recruitment process, understanding job value and being upfront about salary expectations lets you:
· Pay your selected candidate based on what their new role is worth, rather than on whatever amount they’ve been able to negotiate
· Avoid putting the onus on job applicants to bargain around their personal value
· Pre-empt and remove barriers to pay equity
In many cases when a company is reluctant to post a job salary, it’s because they have someone working internally who isn't being adequately paid.
If you’re not willing to commit to disclosing the salaries for your job postings, it may be worth asking why so you can determine if the reason is rooted in pay inequity.
Reason #3: Salary-specific job postings yield faster, higher close rates
In all the recruitment work we’ve done at AMWTW, we’ve never lost a candidate to unsuccessful salary negotiations. And that’s largely because a recruitment process that’s transparent from beginning to end empowers clients to:
· Build up trust on both sides of the hiring table
· Weed out any surprises in advance so they can fill their job vacancies sooner
· Close their preferred candidates more easily when they’re ready to make a job offer
From CPG and Hospitality to Law Firms, Beauty, and Tech, The Modern Recruitment Method isn’t just relevant and applicable across industries, it’s allowed us to successfully recruit a wide range of roles, both common and unique.
If you’d like to see what our recruitment methodology looks like, you can view it here.
If you’d like to learn more about The Modern Recruitment Method, we invite you to get in touch directly and find out how doing things differently lets us fill client job postings faster - and with first-choice candidates 100% of the time.