Transparency is all the rage these days. And why not? There is a website for just about everything and if not, there’s an app. You can find out just about anything on the internet if you try hard enough, including your own CEO’s salary.
Massachusetts passed a law requiring employers to be up-front about salary expectations based on the value that employee would bring to the company rather than inquire about a candidate's pay history.
While it was an attempt to combat discrimination, it makes one question, why wouldn’t an employer want to post salary expectations in a job ad for any other reason than to lowball a candidate later, or lose their resume because they’re “too expensive”?
When companies neglect to disclose expected salary, are they going to undervalue a candidate when it comes to the compensation conversation? And when that conversation occurs, several interviews later, both the company and candidate have invested too much time in the interview process, how do either walk away?
Companies obviously have an idea in their mind of what they are willing to pay for the position. But applicants should also know the value they will be bringing to the table understand what they’re worth.
So the question remains: Do you add salary expectations to a job posting, or not?
Sometimes the salary is dependent on the budget allotted to a specific department or team and, while that might be the case for some companies (especially state and federally funded jobs), many potential candidates are looking for a specific position than a salary fit. It’s not fair to discount a candidate coming from a well-paying job who is qualified and whose goals align with your company’s values.
Whether you choose to post salary with a job listing or not, we can all agree that discussing the salary issue early can save time on both parties. Setting expectations early gives the applicant an idea of what you are willing to pay for this position and while there may be a little wriggle room, anyone who wants significantly more than you are willing to offer won’t apply. This will save you time that could be spent on another great candidate.
Comment below to share what you do and how it works for your company!