Advantages of Sharing Salary Band in Job Descriptions

Job descriptions do not usually contain the salary band. Although sharing the salary band is essential to the candidates to give them a better idea of the job, most companies do not project that in the job description for various reasons. These traditional methods are no longer applicable in today’s world.

 

Sharing the salary band in a job description can have minor unfavourable impacts, such as allowing the competitor to peek at your organisation’s workings. The current employee might feel that they are not being paid enough for the same role if you create a job advert with the salary info.

Sharing the salary band in the job descriptions can come with significant advantages, too. It is necessary to consider them before taking a stance on this issue. Companies have started to become transparent about the salary band they offer their employees. This comes with many benefits for both the candidates and the employers. The following are some of the critical advantages of sharing a salary band in a job description.

Helps to Close the Pay Gap

Salaries have always been handled in secret. This has been advised for the employees of an organisation to avoid unnecessary jealousy between employees. This is acceptable as a valid reason for secrecy since it helps promote a healthy relationship between employees.

The same reason can also hinder reducing the pay gap between employees. The pay gap can take any form. Employees working in the same role can be paid differently based on their gender and ethnicity. Organisations promise equal pay and get away with a big pay gap using secrecy as a shield.

To counter that, revealing the salary band of the employees in a specific role can help close the pay gap, since the organisation has revealed their salary band, and everyone will know where they stand. The pay differences might still exist since an individual employee’s salary depends on many factors, such as experience and education.

 

Filters out the Candidates

Candidates looking for a job will likely go through the various details mentioned in the posting to grasp a good understanding about the job. This is necessary so that the candidates understand the requirements and do not waste the recruiter’s time or their own time.

The candidate may have expectations about the job and the salary specifically. The salary negotiation part usually occurs during the recruitment journey. This would prove counterproductive if the candidate had a higher salary expectation.

Adding information about the salary band can help the candidate make a sound judgement call about the job and either encourage or discourage them from applying for the position. Thereby filtering out the candidates to leave the ones who find the salary satisfactory.

 

Attracts More Candidates

Employees usually look for jobs with roles they perform in other companies. Passive candidates might not look for jobs, but they may check on various platforms for their job roles.

Employers will only reveal the salary band after considering various factors. This also includes market research for the salary band of the same role. Salary offers are then tweaked to make them seem more attractive to the employees.

Revealing such a salary band can make employees consider your offer and try to get into contact with you to switch organisations. Employees can get an idea of the market pay and are more likely to apply for your job posting. This will, in turn, help you attract more candidates for your organisation by just revealing the salary band.

 

Emphasis on Transparency

Revealing the salary band in your job postings can help you reduce the pay gap. It also makes it easier for the candidates to trust your recruitment process.

An organisation that adds a salary band in its job description is viewed as open and honest with its potential employees. This can make more organisations promote transparency in their recruitment processes. In turn, it can easily help the company gain more trust from the candidate.

Additionally, your organisation can improve its employer branding by adding a salary band information section on the job posting. Openness and honesty is the key to gaining the trust of this new generation of candidates.

 

Eases the Interview Process

Salary negotiations have always been difficult for candidates. Since it usually happens at the end of the recruitment phase, this might throw off the entire interview process. The candidate may worry about how much they can ask for and how long they can negotiate. This can be a poor use of their time.

Once the salary band is out of the way, the candidate can focus on their interview without worrying about the pay range and how much further they can negotiate.

From the interviewer’s side, it gives them more space to focus on other aspects of the interview. Since the salary band is known to the candidate, it is easier for them to negotiate the salary. The candidates know that the employer cannot go lower than the salary band, and the employer knows that the candidate cannot ask for a higher salary than the one in the salary band.

 

Conclusion

Transparency in job salaries has been a current trend for some time. But, most organisations still use the traditional rules and do not reveal their salaries to their candidates. Employers cannot ignore the advantages of revealing a job’s salary band. These advantages can give you an edge over your competitors, who remain closed to their candidates about their salary bands. Stating and being upfront about the salary can help you save a lot of time in the recruitment process. Not to mention, building trust between the employer and the candidates can go a long way.

LogicMelon

Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!

Email: sales@logicmelon.com or call LogicMelon (UK) +44 (0) 203 553 3667 (USA) +1 860 269 3089

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