Whether to include pay rates in job postings is a topic of ongoing debate among employers, job seekers, and HR professionals. While some states have taken this argument out of our hands and required salary transparency by lay, for the remaining states, there are valid arguments both in favor of disclosing salary information upfront and for maintaining ambiguity until a later stage in the hiring process. Employers must consider the advantages and disadvantages of including pay rates in job postings. This blog will explore the topic of pay transparency in job listings.
Should Pay Rates Be Included in Job Postings?
Pay Transparency Laws
An increasing number of states require employers to submit pay rates with job listings. Although the laws and what they require vary, the current states that mandate pay transparency include:
- New York
- Rhode Island
At least 15 states are considering these rules. What are the advantages and disadvantages of voluntary or mandatory pay transparency for job seekers and employers?
Advantages of Including Pay Rates
- Transparency: The Society for Human Resource Management (SHRM) cites research showing four of five job seekers are less likely to apply if the employer doesn’t list a salary range on the posting. One of the most compelling reasons to include pay rates in job postings is transparency. When employers disclose salary information upfront, they show respect for candidates’ time and offer a clear understanding of what the role entails in terms of compensation. This transparency can help build trust with potential employees.
- Efficiency: Posting pay rates can streamline the hiring process by filtering out candidates who have unrealistic salary expectations or are not financially compatible with the position. It can save both the employer and the candidates time and effort.
- Attracting the Right Candidates: When salary information is included, candidates who apply are more likely to be genuinely interested in the position and its compensation. This approach can result in a pool of candidates who fit better in the role and organization.
- Enhanced Employer Brand: Companies that are open about pay rates are often viewed as more trustworthy and progressive by job seekers. It’s an easy way to enhance the employer’s brand and attract top talent.
Disadvantages of Including Pay Rates
- Rigidity: Publishing pay rates upfront can be inflexible, especially when salary is negotiable or depends on the candidate’s qualifications. It might deter potentially excellent candidates who could be flexible on salary.
- Unforeseen Costs: In some cases, employers may discover they need to offer a higher salary to attract the right talent. If the pay rate is posted initially, it may limit their ability to make competitive offers.
- Salary Compression: If pay rates are published for multiple positions within an organization, it can lead to salary compression, where employees at different experience levels are paid similar amounts. This information can be demotivating for long-term employees.
- Unwanted Applications: Transparency can attract a flood of applicants who are solely interested in the salary, not the job itself. Sorting through numerous irrelevant applications can be time-consuming and frustrating.
Is There a Middle Ground?
One compromise is to provide a salary range or a statement like “Competitive Salary” in job postings. This approach offers some transparency without being overly rigid. Candidates get a general idea of what to expect, and employers have some flexibility during negotiations. It’s a middle ground that can satisfy both parties to some extent.
Does Your Company Need a State-of-the-Art ATS System?
Whether to include pay rates in job postings depends, first, on any legal requirements and the organization’s culture, hiring goals, and the specific role in question. There’s no one-size-fits-all answer. Employers should carefully weigh the pros and cons, considering their industry, location, and the candidate pool they wish to attract. Transparency can be an asset in the hiring process, but it should be balanced with flexibility to ensure the best fit for the company and candidate. Exelare is committed to helping employers track these nuances. We offer a state-of-the-art applicant tracking system that helps measure productivity while keeping track of critical HR details. Contact us to find out more.