Salary on job ads? The majority says YES!
For years, a constant frustration felt by job seekers has been seeing their ideal job, only to discover there’s no indication of what it pays.
Written by: Natalie Elliott
Assistant Marketing Manager
We’ve seen and heard it many times.
Candidates expressing their frustrations to employers experiencing lower application rates on adverts without salary transparency.
While pay transparency may create challenges for some organisations, research consistently shows that candidates are more likely to apply when salary details are provided.
The absence of a salary or providing ‘competitive salary’ has been a frustration for candidates for years – with “competitive salary” or “negotiable” on a job advert stopping half of job seekers from applying.
Will salary information become mandatory on UK job adverts?
The BBC reports that under new laws proposed by the UK Government salary information will be made mandatory on job adverts. The exact details are still to be confirmed, as to whether exact salaries or a benchmark rate will need to be displayed.
The aim is to:
- Improve pay transparency
- Help candidates make informed decisions before applying
- Reduce pay inequality
Do candidates apply for jobs without a salary listed?
Most candidates are less likely to apply when a salary is missing from a job advert.
To gain an idea of how local people felt, we asked our LinkedIn and Facebook followers if they would apply for a job without a salary.
Here’s what they said:
When no salary is listed on a job, are you still applying?
Would you apply for a job if you didn’t know how much it paid?
Overall, the majority of the response said they would not apply for a job without a salary.
Interestingly, LinkedIn respondents were more open to applying without a salary listed, which may reflect the higher proportion of professional and senior-level roles where remuneration is often negotiated based on experience.
Why do job seekers want salary transparency?
Candidates want salary information because it helps them decide whether a role is worth pursuing before investing time in an application.
When 46% of candidates believe their time isn’t respected during interviews, progressing through to later stages of the hiring process that a “competitive salary” doesn’t meet expectations can create frustration and a negative candidate experience, leaving candidates feeling their time has been wasted.
A salary helps to:
- Avoids wasting time on unsuitable opportunities
- Supports fair pay expectations
- Makes comparing roles easier
- Creates trust between employer and candidate
- Provides clarity from the start
Why do some employers avoid listing salaries?
Some organisations choose not to advertise salary information because they want flexibility during negotiations or need to protect existing pay structures.
Common reasons include:
- Flexibility during negotiations
- Salary depends on experience
- Protecting internal pay structures
- Avoiding competitor insight into pay rates
What are the benefits of advertising salary information?
Including salary information often leads to a stronger and more relevant candidate pool, plus:
- More applications from qualified candidates
- Improved candidate trust
- Faster hiring processes
- Fewer unsuitable applications
- Better employer branding
- Improved candidate experience
What is considered a competitive salary in today’s market?
A competitive salary is one that reflects current market rates, candidate demand, location, sector and experience level.
Employers can benchmark salaries by reviewing similar vacancies in the area or simply add your vacancy details into the form below and we’ll send you a hiring report for your vacancy:
Should you advertise a salary or an hourly rate?
The best approach depends on the type of role being advertised.
Use a salary when:
- Advertising permanent positions
- The role has fixed contracted hours
- Candidates are likely to compare annual earnings
Use an hourly rate when:
- Recruiting temporary positions
- Hiring for shift-based roles
- Hours can vary week to week
- Overtime opportunities significantly impact earning
QUICK TIP:
Where possible, include expected annual earnings alongside hourly rates to help candidates understand the full value of the opportunity.
What should employers do now?
Stay up to date with the latest employment law changes to ensure your job adverts remain compliant and include any mandatory salary information when legislation comes into effect.
The debate around mandatory salary disclosure reflects a wider shift in candidate expectations. Our own poll findings show that many job seekers will not apply for roles without salary information, while younger generations increasingly expect full pay transparency – employers who provide clear salary information are likely to attract larger, better-matched talent pools and create a more positive recruitment experience.
