Should You Share the Salary Range on a Job Description?

The information you provide on a job description will help a candidate decide whether or not to apply. Your job listing might want to be as transparent as possible, telling candidates that your business will run background checks on employees, or it can offer less information to get more candidates to apply.

Unfortunately, providing the wrong information and omitting the information candidates are looking for means you might be missing out on top performers.

Including a salary range in job listings can be beneficial or detrimental when you're trying to fill an open position – here are the pros and cons you need to know.

3 pros of sharing salary range on job applications

Fewer applicants

Many employers want to hire the best person for the job, which means not divulging salary to attract candidates interested in the job duties rather than just the salary. Unfortunately for those businesses, candidates won't reply to a job that isn't transparent about salary because they believe these companies will underpay. This is certainly true for many companies. However, listing a salary range on job applications can reduce the number of applicants who apply because your salary might not be up to their expectations.

Additionally, many job seekers look for jobs that will pay more than their current jobs, even if they don't necessarily have any new skills. On the other hand, many people leave their jobs for low pay, so if your company has a set budget for how much you'll pay an individual, it's best to put it on the application to scare off candidates who might be too expensive for your organization. In these cases, you're saving your company time because recruiters won't have to interview individuals who want higher salaries you can't afford.

Job transparency

Many modern candidates want transparency from the companies they work for. If you're not providing a salary range on applications, job seekers may see your company as one that lacks transparency. While not being transparent on a job description may seem like something small to recruiters, it can demonstrate to candidates that the company as a whole isn't transparent.

Salary is much more openly discussed now than it used to be, and it's even encouraged in workplaces. Younger candidates are especially open about how much money they make because they want to earn a fair and competitive wage. However, companies may hide salary information because they're trying to underpay or force candidates into an awkward situation of lowballing themselves during the interview.

Of course, there are many reasons why a company would hide salary information that have nothing to do with underpayment. However, if you're not transparent about why you're not showing that information, candidates will expect you to have a low budget for the position.

Spend more time on important attributes

Being transparent about salary from the beginning of the process can give you more time during the interview to discuss a candidate's skills. If you don't list the salary on a job listing, candidates will ask about the salary during the interview. Instead, you can avoid any awkward conversations about salary to discuss the reason why you're hiring for the position and determine if an applicant is a good fit for the company.

3 cons of sharing salary range on job applications

Of course, there are just as many cons as there are pros to sharing salary range information on job applications.

Fewer candidates

Fewer candidates is a pro and a con of sharing salary range on applications because you might want to receive as many applications as possible for a role. Ultimately, if you're planning on paying someone less or equal to the amount they earn at their current jobs, candidates won’t apply. Everyone looking for a job is considering salary; no one gets a job out of the goodness of their hearts because everyone needs to afford food and shelter. Instead of pretending that payments don't exist when you hire someone, candidates will always want to know your budget for a position. If your salary range is too low for candidates with more experience, they won't apply, and you'll miss out on qualified applicants.

Upset employees

Listing your current salary range for different positions in your company can upset existing employees who might make less than what you're paying for another position. In addition, people who are currently in a similar position might look at the job listing to see what you're hiring for. If these individuals already have the skills and work for your company, they might feel slighted that you're willing to pay someone else more. Of course, you can mitigate these risks by paying your employees fairly based on skills and experience and offering regular pay raises for performance.

Difficult to attract overqualified candidates

Unfortunately, many hiring managers and recruits don't understand enough about the roles they're hiring for to determine who is qualified and who isn't. By not losing the salary range publicly, you won't attract overqualified candidates, which means you might miss out on an opportunity to meet someone who can truly succeed in a role. Many businesses are willing to increase their salary ranges for individuals with more experience. Still, by listing the salary online, you may lose your opportunity to find the best person for the role.

Final thoughts

Most modern candidates expect you to tell them what you're willing to pay them. Unfortunately, if you don't list your salary range publicly, you may lose the opportunity to talk to qualified candidates because they believe you'll offer them too little money. However, including the salary range on job applications can cause internal problems. When deciding whether or not to list salary on applications, consider whether doing so will help or hurt your company.