There is a pushback happening in the social media land when it comes to job adverts. What do they want?
They want Job adverts to have a salary range, or at least an idea of what is on offer, but mostly a salary range.
And you will be forgiven if you didn’t know this is a thing now.
According to CV Library survey – 81.6% of people said that salary is the most important part of searching for a new job.
That’s a lot of people, on the market right now, taking a salary as the main area when job hunting. And with the cost-of-living crisis ascending on us in 2022, you don’t blame them.
Jobsite’s Survey suggests a 35% drop in applications because the role doesn’t have a salary on the job advert. That’s a huge drop. And it’s always the candidates from experience – you really do want to talk to, the passive in work people doing the role right now, that a lot of employers love to get applications from.
So why is there no salary advertised for the role?
“Can you not advertise the salary” – which we recruiters get told by a few companies on the market. Normally because of a few reasons, and a one of these if you don’t advertise salaries on jobs, may resonate with you…
- Internal Politics – I have advertised roles with salaries, to have the companies staff call me, and quiz me on the salary advertised, to later get dragged into a conversation with the hiring manager asking me to remove it, because of awkward conversations they have had. Why? Because current staff are not paid the market rate. AND that is the most common reason for not advertising salary on a job.
- Not knowing the market rate – This you can be forgiven for. Sometimes this is only discovered when you start seeing CVs and the salary expectation attached.
- Some companies leave “Negotiable” meaning, we don’t know, you lead us, and we will see if that works for us.
- Some companies are very aware they are paying well below market rate, and don’t want to have zero applications.
The problems above are really hard to overcome. And I have worked closely with companies both past and present to figure out how we can attract great candidates that you want, to the jobs you have open, without getting it wrong.
Every time, the best solution is – Add a Salary range to the job, and if it is a really good range to challenge your competitors and the market, you will have a good amount of relevant candidates applying.
My favourite way of explaining this to companies I work with – “Would you do a deal with a new customer, not knowing what they are going to pay you?”
We know the answer.
Reach out if you are struggling with this, a recruiter can help here. We have ways to find people. But we need to know what you are going to pay them.
The important message here we need to understand, whatever the reason you are not advertising the salary, is possibly the reason why you are not finding the right people, and it could contribute to why some companies can’t retain people too.