Writing a good job ad is no easy feat. It has to be enticing and interesting, but informative and thorough enough to drive jobseekers to apply. Yet, many companies still leave out one of the most powerful motivators: job salary information.
There’s some debate about whether including salary information in job postings is helpful or harmful to a company’s recruitment efforts.
Some employers feel that including salary information puts them at a disadvantage. They think it shows their hand to competitors; could invite raise requests from current employees; and deters the best candidates, who have higher salary expectations. That said, Glassdoor reports that lack of information about a job’s total compensation package is far and away the biggest frustration for jobseekers.
“[I]n this tough job market, the old school HR recruiter’s trick of being cagey or withholding information can cost you a perfect candidate,” the Glassdoor Team writes.
4 Reasons to Include Salary Information in Your Job Postings
Hiring in Hawaii is tough as it is and excluding salary information from your job postings is shrinking your talent pool more than you realize.
1. Grab the attention of passive jobseekers
Passive jobseekers are like window shoppers. Though they may have no intention of buying, if the opportunity—and price—are right, they just might buy. In other words, you can’t expect a passive jobseeker, who already has a steady flow of income, to seriously consider your position if they don’t have the necessary information. Unless a position offers better pay or benefits, or represents a logical career move, applying just won’t be worth their time or energy.
2. Improve the search visibility of your job postings
Including salary information in your online job postings can improve your visibility in Google search results, specifically Google for Jobs. While you can get your job ads on Google for Jobs without salary information, competitors who include salary information in their job ads are likely to rank higher in the listings.
Google for Jobs is an online search tool, which aggregates job postings from various sources including company career pages. It can be game-changing for businesses, but only if Google can actually find and read your jobs. Enlist the help of your IT department to ensure your job posts include proper structured metadata that identifies elements like job title, description, location, and salary information.
3. Encourage pay transparency
More than two-thirds of jobseekers say salary and benefits are the top factors they look for in job ads. Translation: jobseekers want pay transparency. And they’re not the only ones pushing for it.
Earlier this year, Hawaii enacted a salary history ban that bars employers from asking about an applicant’s past wages or salary. The Equal Employment Opportunity Commission (EEOC) also recently reinstated an employee pay data collection requirement for the EEO-1 report, a workforce diversity questionnaire that supports civil rights enforcements. Both moves signal a growing trend for pay transparency in our modern workforce.
Being open about salary information sends a clear message to jobseekers (and to employees) that you offer competitive, fair wages and that employees have a future within your organization.
4. Save time by better managing expectations
Though salary isn’t always tied to worth, it often indicates the level of experience and skills a position requires. Without it, you may get inundated with applications from candidates who really aren’t at the caliber you’re seeking.
Or you may find out too late that you actually can’t afford that great applicant you just spent two weeks walking through your hiring process. Now that’s frustrating all around! With candidate experience being such big deal, you need to be mindful of the impression you leave with every applicant.
Include a salary range, if nothing else
Job postings with a salary range can help to fill the void of information-hungry jobseekers but also offer you flexibility to negotiate, depending on the caliber of candidates you receive. Yes, there’s the possibility you’ll get candidates expecting the very top end of the salary range, but if they’re not at that level, use the opportunity to explain that the position and company offers room for growth, another equally important job motivator.
When it comes to writing job descriptions that attract quality candidates, you have to do everything you can to stand out to jobseekers. Publishing job postings with salary information is one powerful way to do this.
You don’t have to tackle the hiring process alone! If you have questions or would like to learn more about the services ALTRES Staffing offers, contact us today!