19 Jan 2023

Should the Salary be Included in Job Ads?

The topic of whether salary information should be disclosed on job ads has been a contentious issue for some time. On one hand, some argue that including salary information in job ads can help attract qualified candidates, create a more transparent hiring process, and reduce wage disparities. On the other hand, others argue that not including salary information can help employers avoid discrimination and bias, and allow them to negotiate salary with candidates based on their qualifications and experience.

One of the main arguments for including salary information in job ads is that it can help attract qualified candidates. When job seekers are searching for job opportunities, they often have a specific salary range in mind, and if a job ad does not include salary information, they may assume that the salary is not within their desired range and move on to another opportunity. By including salary information in job ads, employers can ensure that they are attracting candidates who are truly interested in the position and are a good fit for the company.

Another argument for including salary information in job ads is that it can create a more transparent hiring process. When salary information is not included in job ads, candidates may feel like they are being kept in the dark about important information and may be less likely to trust the employer. By including salary information in job ads, employers can demonstrate that they are being transparent about the compensation for the position and are committed to treating candidates fairly.

In addition, including salary information in job ads can help reduce wage disparities. When salary information is not included in job ads, employers may be able to offer lower salaries to certain groups of candidates, such as women or people of color, without them knowing. By including salary information in job ads, employers can ensure that all candidates are aware of the compensation for the position and are able to negotiate accordingly.

On the other hand, some argue that not including salary information in job ads can help employers avoid discrimination and bias. When salary information is included in job ads, employers may be more likely to offer lower salaries to certain groups of candidates, such as women or people of color, without them knowing. By not including salary information in job ads, employers can ensure that all candidates are offered the same compensation for the position and are able to negotiate accordingly.

Another argument for not including salary information in job ads is that it allows employers to negotiate salary with candidates based on their qualifications and experience. By not including salary information in job ads, employers can ensure that they are offering competitive salaries to candidates based on their qualifications and experience, rather than simply offering a set salary for the position.

In conclusion, whether salary information should be disclosed on job ads is a complex issue with valid arguments on both sides. On one hand, including salary information in job ads can help attract qualified candidates, create a more transparent hiring process, and reduce wage disparities. On the other hand, not including salary information can help employers avoid discrimination and bias, and allow them to negotiate salary with candidates based on their qualifications and experience. Ultimately, the decision of whether to include salary information in job ads should be based on the specific needs and goals of the employer and the industry in which they operate.

According to a new survey of recent and upcoming US post-secondary and recent graduates, 85% reported they are "less likely to apply for a job if the company does not disclose the salary range in the job posting."

Employers that don't share pay ranges in a job posting may lose out on talent from soon-to-be and recent graduates.

That's according to Adobe's Future Workforce Study. The December survey, conducted with Advanis, included just over 1,000 respondents who were US post-secondary students and recent graduates.

This desire to know how much a job will pay may differ from older generations.