You’re ready to expand your company’s workforce and about to embark on the quest for the perfect candidate. You have the description of the job laid out perfectly and are now at the point where you need to decide on what you will pay your next big hire. Writing the perfect job description is hard enough, but one question that always remains is, “how does a business go about advertising a positions salary?”
Depending on who you ask, there are many different thoughts on this question. Perhaps one of the key things to consider is depending on exactly what you’re looking for in the next candidate. Here are some ways to consider including salary information on a job description.
Include a Salary That is Lower
Company culture is something that many new hires consider when looking for their next job. Maybe a candidate is looking for a better work/life balance, or they want to work somewhere that offers a more engaging team environment. Whatever the reason may be, advertising a lower salary may help attract candidates who are sincerely interested in a position with your company. Candidates who apply to a job with a lower advertised salary will be more concerned with their overall happiness with an organization rather than making more.
In a competitive industry where you know candidates get picked up quickly, posting the highest possible offer a candidate will receive can help you attract candidates who you might have otherwise lost to a competitor. When using this method, it is best to note within the job description that the salary offer is “up to” a certain amount. Doing this will alleviate the chance of a new hire becoming upset with a different offer.
Use a Salary Range
This option will allow you the most flexibility when it comes to negotiating compensation with a new hire. Depending on the candidate’s skills and qualifications, you will be able to offer on the low end or high end of the range you advertised. It also allows more flexibility if you have a feeling that candidate will be making a counteroffer.
One thing to keep in mind when using a salary range in a job description is that it could possible lead to problems when an initial offer is made. A candidate might feel as though they belong at the top of the salary range and then feel a sense of disappointment if the company places them at the low end.
Not Listing a Salary Range
This option provides the most flexibility to your organization and will allow you to offer what you feel is most appropriate for the position. It will also provide more negotiating power if you happen to come across the perfect candidate and you need to offer more than you would a lesser qualified candidate. This option also has the benefit of keeping an employee’s salary private within your organization. When posting a certain salary range, other employees might become disruptive if they feel that they should be making more than what a new hire is offered.
When it comes to handling salary information in a job description, it is important to remember that there is no right or wrong way to handle it. Rather, it is best to utilize what works best for your organization and the position you are hiring for.