Ask About The Salary Range
If you’re a job seeker, there’s no polite way to ask about the salary range. And you shouldn’t have to. Somehow the flawed practice of making the conversation about money a taboo subject extends to recruiting when it shouldn’t. It’s ironic and irrational that hiring managers expect jobseekers to research their company and be versed on it prior to the interview with many companies not divulging their salary and benefit information to potential employees. Some companies even expect interview candidates to commute a long distance to the interview without the candidate knowing if the salary range is worthwhile. Hiring managers express frustration at the time and resources wasted on a candidate to turn down a job offer. Oftentimes, it is when the offer is made that the salary and benefits are revealed. It’s as if companies forget that they are ultimately paying for a service when making hiring decisions not extending or granting favors. For companies touting transparency, it should be best practice to provide salary information and benefits in the job description to receive the best-matched candidates for their positions. Here are four reasons why it is best to provide salary information upfront.
The salary And Benefit Information
Transparency. Companies with transparent cultures are usually companies most sought-after job candidates want to work at. Communication is also the most sought-after skill most companies regardless of industry seek and report that they need more of. How ironic that many of these same companies seeking job candidates that can interview effectively won’t include the salary and benefit information in their job announcements.
Someone Knows Someone That is Looking For a Job
Public Relations. It’s no secret that many jobs are filled through word of mouth. Referrals are largely why many employees hold their current positions. If someone knows someone that is looking for a job, they are more likely to share a job posting that includes compensation, especially if they know the compensation is in line with what their friend or acquaintance is looking for. It also speaks volumes for the company if the pay is within or above market rates. The company will develop a reputation in the community as being an employer of choice. Over time, they will not have to spend excessive recruiting dollars and resources when it’s widely known that the company treats its employees well and compensates fairly.
It Just Makes Sense to Provide Salary and Benefit Information
Emotional Intelligence. In other words, empathy. Or even better words, common sense. It just makes sense to provide salary and benefit information upfront because it demonstrates to the job candidate that the hiring process is not one-sided. It shows to the potential employee that the company values the members it brings to the team, not just what they can bring to the table. There’s more than enough evidence to determine that not only do people want to work for a company that values them, but it transcends to productivity. It is true that if you give your employees an inch, they will, in turn, give the company a mile. Being open and transparent with job seekers and employees induces loyalty.
The Salary and Benefits not Just Merely Meet their Expectations
Efficiency. If companies are trying to attract the best of the best out there, providing as much information as possible is one of the best approaches to do it. There is no reason to waste job seekers’ time with multiple interviews only to discover that the salary and benefits not just merely meet their expectations, but not their needs. Job seekers are in the market to pay their bills and support their lifestyles. They need to bring home a certain amount to support their families. If the job can’t do that, it is just a waste of time pay scale.
It is a Job Seekers’ Market
Economy. Right now, it is a job seekers’ market. The gig economy and entrepreneurial mindset are evidence that this is not likely to change in the near future. Job seekers are not exactly begging for work but instead seeking innovative ways to stay home and plan the futures they’ve always wanted for themselves and their families. It’s going to take more than a job description and a list of responsibilities to give up their time to help companies support theirs.