Q. Hi! I’m a recruiter in a medium-sized company and have a question regarding job postings. As you know, it’s a new year and many recruiters have already started sourcing candidates for their company. My question is whether it’s advisable to reveal salary information in a job posting? I want to attract the best talents out there, so would disclosing salary information in my job postings help? Thanks! – Yara P.
A. Your question is very valid and recruiters like yourself constantly debate whether or not they should disclose salary information in their job postings. There’s no doubt that there are certain positive points to disclosing salary information, such as saving time ahead of the negotiation process, setting standards for high quality applicants, and showing that you are transparent. However, the drawbacks can often outweigh the benefits.
Here’s why we think you shouldn’t disclose salary information in a job posting:
1. You will have a weaker negotiation position
Studies suggest that the party who reveals the salary expectations first will have a weaker position during the negotiation process. Thinking about it practically, you will rarely be able to offer a salary below what you have posted on the job ad. The negotiations only go up from there and your candidates might settle for a much higher salary which will end up costing you a lot of money.
2. Too much transparency can cause conflict
Sometimes, employees in your company have different salary packages even if they’re working in a similar position. This could happen because of various reasons, but most of the time colleagues at work don’t ask each other what salary they make. If you reveal this in a job ad, your current employees would get to know how much another person is getting paid for a similar position. And as 3 in 7 professionals in the region exhibit low levels of satisfaction with their salary – as per the
Bayt.com Middle East and North Africa Salary Survey 2014 – this would only harbor jealousy and resentment.
3. You should hire for value
Often, when you reveal salary information in a job posting, candidates might be swayed by the money and not even care about the type of role being offered. You don’t want to hire employees who are money-minded; these employees don’t stick in the long-run. On the other hand, when salary information is not disclosed, candidates who apply are more likely to be in line with the values of your company and will fit the role better.
4. Optimize on keywords
It’s the digital age and job seekers are increasingly applying for jobs online. In fact, 55% of professionals feel they are more likely to be hired if they are active online, as stated in the Bayt.com ‘
Social Recruiting in the Middle East and North Africa’ poll, October 2014. Your job ads should therefore include the best keywords that job seekers will use when searching for jobs online.
5. You might push away great candidates
Contrary to popular belief, putting a salary figure can actually push away really great candidates. Some candidates will not apply if they want a better package, and some will not apply thinking they are underqualified. Not putting any figure in will get you an entire range of candidates with whom you can negotiate a suitable salary package at a later stage.
Photo credit: Garry Knight on Flickr
