In this economy, it’s perhaps natural for employers to do what they can to increase their profit margins. Whilst streamlining operations or downsizing their office space would be a good way to do this, some are using tricks that aren’t going down so well with employees.
There are a few reasons why the hospitality, retail and leisure sectors have suffered in recent years. Unsociable hours, entitled customers, zero-hour contracts and a perpetual lack of staff (meaning each of the remaining employees are likely doing the job of three people) have all contributed to making these industries difficult to recruit for.
Now let’s look at other sectors, such as marketing. We have seen a plethora of social posts and videos from employees and candidates recently, extolling how the wages currently advertised for managerial positions have not just stagnated like the rest of industry they’ve seemingly gone backwards. Some of those who have been quite vocal on the subject have stated that jobs advertised at their current experience level are thousands of pounds less than the wage they started out on after they graduated!
They highlight job descriptions that describe a role that, traditionally, would have been the responsibility of two or three people. Such positions typically bear an inflated job title, such as ‘head of department’ when it should state ‘dogsbody’.
Do employers really think that the grandiosity of being called a ‘department head’ (when it’s only you in the department) a fair exchange for an extremely poor wage?
And that’s assuming a salary or wage range is even advertised. There seems to be a trend in some job advertisements at the moment where this information is kept from candidates until after they’ve been interviewed (not even in the interview). Yet few people will interview for a role if they have no idea of whether it will pay their bills.
Maybe that’s why some companies are having trouble recruiting?
None of these practices or employers’ expectations are likely to attract a multitude of jobseekers. We could write a book on what should and shouldn’t be an essential part of the recruitment process, but here we’re going to focus on the non-advertisement of a salary range—simply because this is the biggest waste of time for everyone concerned: the candidates, the interviewer, and the company as a whole. If a business genuinely can’t afford to pay the going rate for the position it’s advertising, it should be asking itself why. And even if, after looking introspectively at their business model, company bosses still think withholding salary information is the way to go when recruiting, they should surely be extolling the perks they can offer. Because who’s going to be interested in their role otherwise?
It may come as a shock to anyone recruiting, most of all companies themselves—people come to work for money. Yes, they may enjoy other benefits, and these will differ from person to person, but even those who put the fulfilment they get from their role over any climbing the corporate ladder have to be sure they can afford to pay their bills at the end of the week.
Here are even more reasons why companies hiring/recruitment agencies shouldn’t withhold salary expectations…
Transparency builds trust
One of the primary reasons to include salary expectations in job adverts is to establish transparency. Candidates often view job adverts as a window into a company's values and culture. When salary information is absent, candidates may feel that an employer is not forthcoming or that they have something to hide. This lack of transparency can erode trust, making potential candidates sceptical about the job and the company itself. Trust is a crucial factor in attracting and retaining top talent, and recruitment agencies should prioritise this.
Time-saving vs. time-wasting
Job searching can be a time-consuming process, and candidates want to make the most of their efforts. When salary information is available, candidates can quickly determine whether a particular job aligns with their financial expectations and goals. This saves candidates the frustration of applying for positions that do not meet their salary requirements, leading to a more efficient job search process.
A qualified candidate pool
On a similar note, including salary expectations in job adverts can help recruitment agencies attract a more qualified candidate pool. When candidates have a clear understanding of the compensation package, they can self-select based on their qualifications and salary expectations. This results in a more focused applicant pool, which benefits both the recruitment agency and the employer by ensuring that only relevant candidates apply for the position.
An improved candidate experience
The candidate experience plays a pivotal role in the success of recruitment agencies. When candidates encounter job adverts with detailed salary information, they feel valued and respected. This positive experience can lead to candidates viewing the agency in a favourable light, even if they are not ultimately selected for the job. A positive candidate experience can translate into a stronger brand reputation for the recruitment agency, which can attract more candidates in the future.
It works both ways…
Greater efficiencies
Recruitment agencies play a crucial role in bridging the gap between employers and jobseekers. Including salary expectations in job adverts can significantly enhance the efficiency of the screening process. When candidates apply for positions with a clear understanding of the compensation package, the agency can quickly identify those who meet the criteria. This reduces the time and resources spent on unqualified candidates, allowing recruitment agencies to focus on more strategic aspects of the hiring process.
A reduced workload
When salary expectations are outlined in job adverts, recruitment agencies can spend less time engaging in negotiations and salary discussions with candidates. This can lead to significant time savings, allowing recruiters to handle more job placements simultaneously. The reduction in workload can also lead to improved job satisfaction among recruiters, as they can focus on providing a higher quality of service to both candidates and employers.
More satisfied clients
Recruitment agencies are often hired by employers to find the best candidates quickly and efficiently. When agencies provide job adverts with detailed salary information, employers are more likely to receive applications from candidates who are genuinely interested and aligned with the compensation package. This leads to higher client satisfaction as employers receive a pool of candidates who meet their salary expectations and job requirements.
Any employer who thinks they’re being savvy by missing out salary information until they’ve ‘hooked in’ a candidate is incredibly short-sighted. Unless they know how much they’ll be paid, few, if any, candidates will continue through the hiring process. And if a company is offering a competitive salary, why would they hide this?
If such crucial information is missing from the outset, it doesn’t take a genius to figure out why.
Fast Recruitment Websites are specialists in recruitment website design. Contact us for a no-obligation review of your website and whether it meets what your clients and candidates are expecting in 2024. Call 01302 288591 for more information.
