Salary – the most important information for a candidate?
Salary turns out to be one of the most important pieces of information for a future employee. First, it helps them decide whether or not to apply for a given job. Secondly, information about earnings and how it was provided, affects its opinion about the employer/employment agency.
If you don’t include salary information in your job advertisement, the candidate may think that:
- the salary is so small that the employer himself preferred to withhold this information;
- the employer has not yet decided whether the salary for this position is appropriate.
The lack of mention of salary in the job offer, usually discourages candidates from sending their applications. A company that ignores financial issues, loses its credibility!
In view of the above, we conclude that it is better to specify the salary value in the job offer. The transparency of the offer may affect the increase in the number of applications for the proposed position.
Salary in the job offer – how to write about it?
How to write about salary in a job offer to gain the trust of candidates?
Here are some tips from europa.jobs:
Salary in the job offer
Pay attention to the market price
Before you publish a job offer, get to know the salaries offered on the labor market for the position you are currently offering. In addition, specify the salary structure in advance, including: bonus system, employee benefits, fixed and variable. There are many tools to study the market price. You can, for example, use payroll files, browse job portals (such as europa.jobs), and follow recruitment companies.
Provide pay scales
Develop financial assumptions for the proposed position based on the candidate’s skills. They will be useful when negotiating the final amount of salary within the range given earlier. In the job offer, you can specify what skills are needed and welcome.
On the basis of pay scales, the candidate builds his imagination about the company, his salary and prospects!
Avoid pay scales if you do not intend to pay salaries within the stated range. After several such announcements, negative opinions about the recruitment process in your company may appear on the Internet.
Avoid trivial terms
Avoid such terms as: salary according to the profile or depending on the experience; negotiable or an attractive salary. Why? First of all, these terms are devoid of specifics. Secondly, the adjective „attractive” in a salary often discourages the applicants. For them, this means an uneven and unstable bonus system based on the carrot and stick principle.
Transparency
Write about the salary in a transparent manner, and provide as much information as possible. Announcements that hide important information, worded evasively, harm the company. Candidates may think that the agency or employer is trying to deceive them. A transparent job offer is an ideal solution for small companies that do not have too much financial resources. They increase their attractiveness by offering candidates broader development prospects.
EVP – Employee Value Proposition
Not all candidates are driven by salary. For many of them, the main determinants are the company’s prestige or professional development opportunities. Think about what makes you different and what can make candidates want to work for you. Find out what’s trending and what’s important to employees in your industry.
Do you now know how to write about the salary in a job offer?
If yes, then it’s time to publish your job offer!
