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How to Know if You Should Include Salary in Your Job Posting

It’s a debate that comes up frequently in the job posting world — should I include the salary? It’s a question that, although seems simple enough, actually comes with a complex answer.  While some experts are very firm on whether or not salary information should be included in your job advertisement, others (including us) will tell you that it’s really a strategic decision that should be made based on the goals of both your organization and the specific job

For those of you tossing around the idea and having trouble deciding, we put together these quick pros and cons.  See which ones best match your situation and take it from there.

Pros

  • Studies have shown that including salary in the job advertisement will increase the number of applicants you receive, sometimes by as much as 30%
  • It’s a great thing if you’re a smaller, less-known company in the industry
  • You’ll weed out people who would never take the offer because the salary is too low. It would be a shame to go through the entire interview process, only to learn you’re not aligned on salary.
  • On the other end of the spectrum, a high salary makes people take the position more seriously and may actually discourage extremely underqualified people from applying.
  • The interview process will go much faster because you know that both parties are on a similar page with salary discussions.
  • If anything, being upfront about your salary shows transparency and can start to build trust immediately.

Cons

  • You may get an influx of terribly unqualified people applying simply because they find your salary attractive.Salary Negotiation Comic
  • If you don’t need more applicants because you’re a well-known company or it’s a common skill, you’re just creating more work for you and your team when screening resumes.
  • If you have any flexibility in salary, the Pro of weeding out people who wouldn’t have accepted your offer may also be a Con. If a superstar appeared in front of you, do you have any wiggle room to pay them more so you can get them on your team?
  • The opposite is true too when it comes to flexibility. What if a very junior person applies, who definitely isn’t worth the initial target salary, but who is a perfect fit for your organization and its future plans?
  • Posting the salary in the job ad means that you’re showing your cards before salary negotiation even begins.
  • Salary negotiations with current employees may also get more complex if they realize the new person is getting paid more than them.
  • You’re also revealing strategic information about your company to your competition.

These are just a few points you may want to consider.  As noted above, take each of them and determine what matches with your situation.  Do you have flexibility?  Are you concerned about confidentiality?  Do you really need more applicants?  Of course, if you have any other pros, cons, or a different opinion all together, we’d love to hear from you. Share your thoughts in the comments below!

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