Something that always bugged me (I could have easily used a much stronger phrase) when searching for new roles were job adverts that didn’t include a salary. Either that, or they were listed as, ‘depending on experience’, or the worst, ‘competitive’ (which they rarely were).
I understand employers might be cautious of competition or that they perceive issues with existing employees if, to attract talent, salaries were not comparable. I also understand the desire to keep something in reserve for negotiations at offer. However, it put me off applying as ads with missing salaries just didn’t feel right and often wasted time.
Since starting with Curteis Webb Recruitment I’ve noticed that some employers struggle with benchmarking a role correctly. But including a salary or band on a job advert keeps things transparent and fair. It allows candidates to assess whether they can afford to take a job before applying (saving time) and it increases applications from a much more diverse and therefore stronger candidate base. I’d also question if you can’t publish salaries for fear of existing employees seeing then you really need to look at what you’re paying your existing staff.
Salary transparency is not a new concept, there are laws sweeping the US that mean businesses must disclose salary in job adverts and it has already been reported that this is bringing much benefit, least of all in closing gender pay gaps.
We’re all about being open and honest in our communication here, so at Curteis Webb we always include a salary or salary band in adverts. When it comes to marketing, digital, creative or comms across Kent and the South East we know our market. If you’d like to know if your salary is below, on or above average get in touch. If you need some help benchmarking new roles then give us a call.
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