The value of the salary in the job offer is the bane of recruiters and employers. For many companies, making the decision to disclose this information in a job advertisement can be a challenge. Other companies want to get to know the candidates first, and discuss the issue of money, only at the next stage of recruitment. Although there is nothing wrong in specifying the value of the salary, it is worth considering some factors that may affect the recruitment process! Is it worth then, stating the earnings in the job offer?
Stating the earnings in a job offer, may affect the number and quality of applicants
An attractive and competitive rate disclosed in the content of a job advertisement, may arouse interest. As we know, everyone wants a well-paid job. Moreover, the news of good earnings spreads out quickly. Then, more people learn about our offer! And the more applications we receive, the more chances we have of finding the right candidate.
On the other hand, we must remember that we very often receive applications from candidates without qualifications, for the proposed position. As a result – trying to find the right candidate becomes the proverbial ’searching for a needle in a haystack’.
An attractive rate and exorbitant expectations
The value of the salary specified in the advertisement, should not create unrealistic expectations of potential candidates. Transparency of a job offer is a very important issue. Omitting the proposed rate (or overstating), in order to collect as many applications as possible, is not a good practice. However, when we often provide, for example, the salary ranges, people without qualifications count on the fact that they will reach the upper salary threshold from the very beginning. When we make them aware that this is not how it works, they completely give up working with us. That’s why, sometimes we need to think more deeply about whether it is a good idea to specify the rate or hide it at the first stages of recruitment.
The value of the salary – valuable information for the competitors
Stating the salary in the job offer, can provide your competitors with very valuable information. A company operating in a similar area may try to „steal” candidates from us by completely concealing the rate, or giving an amount slightly higher than what we offer.
It is obvious that the Candidate who has to choose a new job, will choose the one which will offer him a higher salary. Let us not forget that nowadays we are dealing with the employee’s market. You have to fight for the right candidate!
Is the information about earnings a topic for discussion in the company?
Is it really a good idea to state the earnings in the job offer? This topic must be discussed.
Think about your current employees. If the company does not have an open salary policy,
discussions and ubiquitous frustration may arise in the team. Existing employees may feel offended if they find out that you will pay the new employee, the same amount or more than they get. The final decision is yours, however, you must be aware that sooner or later something like this will come to light. Proposing better working conditions to a new employee, may result in a loss of loyalty and trust from the current team.
Is stating the earnings in a job offer a wastage of time?
Recruiting new employees is a tedious process that takes time. Lack of rates in the advertisement may discourage potential candidates, who were appropriately qualified for the position proposed. A candidate who finds out about the real rate, only at some stages of the recruitment process, can feel that he wasted both his time and the recruiter’s time. And let’s not forget that recruitment is a multi-stage process: selection, preliminary interviews, interviews, trial days, etc.
Thus, the decision to give the amount of salary in the content of the job advertisement can be a good decision, as well as a bad one. It usually has a huge impact on the number of applications from qualified candidates, as well as their expectations towards our job offer.
Therefore, before giving the exact earnings in the job offer – think – how much you can gain and how much you can lose!
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