Should you skip the salary on the job ad?

The common assumption most candidates make when they see a job description without a salary is that the position is going to underpay. Straight away, you have eliminated a large amount of ‘quality informed’ talent who are driving by transparency, career and financial growth. 

Perhaps the talent pool you are targeting is already in jobs or in-between jobs and looking for more challenging opportunities. This talent pool is less likely to apply for a job that doesn’t have a salary listed than for a job that does. 

The most common reasons for people quitting their jobs are low pay, no advancement opportunities and lack of recognition at work. 

So why will candidates looking for better salary and opportunity apply for a job that does not list the salary range? 

In addition to the above, when a salary range is published you are more likely to receive better quality ‘informed’ applications. 

Transparency is one of the key drivers of quality informed talent. 

Millennials in particular are much more open to discuss about their compensation, fair and equal pay. 

Pay transparency is coming and will be a common practice in organization sooner than later. However, while this transformation is taking place, this is a great opportunity to ‘stand-out’ as a fair and transparent Employer. 

By taking a transparent approach and adverting the salary in the job also saves a lot of time for recruiters, hiring managers and candidates. 

This addresses the big part of any successful hire, expectations management. 

If candidates don’t know the advertised salary, before applying to a job, they will ask. Wanting to know the pay-scale is a legitimate question. If the pay is lower than their expectation, they have wasted their time and yours. If you had been open and transparent from the get-go, you are more likely to find the candidate who is happy with the offer which leaves more time to discuss their skills and experience.