One of the key criteria we use to match candidates to roles is salary. We won’t match a candidate to one of your roles if their salary expectation isn’t within the range you provide.
You can hide your salary for a role and still rely on our matching. However, you may find that sharing your salary range publicly leads to more applications from the right candidates. In fact, 93% of candidates say that salary is the most important factor when reading a job description. And jobs with a public salary get 50% more applications than those that don’t. We share more on this in our blog.
Why is this?
Candidates today want transparency. Not showing a salary or salary band suggests that you have something to hide.
Women and underrepresented groups are often paid less, and they are less likely to negotiate, than white men. Salary transparency shows that you care about equity.
It can help candidates get a feel for their suitability for the role in relation to the requirements and pay.
It suggests that you have clear, fair People Team processes.
Can we help?
Of course, we know that internal politics can mean that it’s not always possible to share salaries publicly. We’ve worked with employers of all sizes to roll out salary transparency within their organisations (including consumer research scale up Attest).
If you’re interested in rolling this out, your Customer Success Manager (Pro and Advanced, only) can share insights, best practice and business cases to help you spearhead this internally to attract the best candidates.