By Laura Knowles
According to a recent survey done by Hayes, with over 9,000 respondents, more than a quarter of
professionals would not apply for a position that was advertised without displaying the salary
information. This is such a significant figure of potential talent that organisations are missing out on. Compounded by the fact that there is an ever-increasing number of vacancies to fill in the UK at the moment, so this begs the question – to add the salary or leave it out?
It is understandable that some organisations will not want to reveal their salary and benefit
packages, as this can enable competitors to increase their remuneration packages and potentially
poach your existing and prospective talent. Additionally, companies may want to gain interest from
candidates who are excited about the job role despite the salary. However, if this means you’re
potentially losing out on candidates who wouldn’t apply without knowing the salary, then is it worth it?
In March this year Baroness Stedman-Scott (Government Minister for Women) announced that the
government are piloting a new initiative whereby all job roles will state the salary, as well as
ensuring there is no questioning around existing salary figures or historical salary figures as part of
the interview process. This initiative is to provide more transparency around pay and it is hoped it
will encourage more female candidates to apply. It is believed that women are less likely to
negotiate better pay for themselves than men, so it is hoped that displaying the salary on the job
advert will give women more confidence to have those early negotiations around salary - which could also help to reduce the gender pay gap.
There is no right or wrong way of doing it, and we appreciate that smaller organisations don’t always have those salary figures and bandings available. However, if you do have a role that you’re struggling to fill, and currently you are not displaying the salary on your job advert, then why not try with the expected salary on and see if this increases interest in the position? Afterall, transparency from the recruitment stage shows you’re an honest employer.
If showing the salary on your advert is not suitable for you, perhaps declaring your benefits and
culture as a way to attract talent is another possible option.
As always, if you need support with people management at any and all stages of the employee life cycle, please don’t hesitate to get in touch with us here at Second Chapter.
About Laura Knowles
Laura is currently HR Business Partner at Second Chapter where she advises clients on a range of HR matters including performance management, disciplinary and grievance, attendance management, flexible working, and employee engagement. With a HR career spanning more than a decade, she has worked for A4E, Cambion Electronics, BresMed Health Solutions and Kirklees Council. Laura lives in Sheffield with her husband, two daughters and their two cats.