In follow up to today's RBCDaily and a good question for today's #RBChat.....
What are your reasons for not including salary information in a job description?
I do the same in reverse with candidates. If they say, i'm negotible, ok will you start for 25K, gag, how about 50K, still gagging, 75K "that might work" There is the bottom range for a candidate. Ok, what is your magic number that would make you say yes and never look back. " 100 to 125K." Now we have the range where we need to be. Candidate is probably making 70K and wants a bump. "Your magic number may be high for your level of experience and for what they want to offer to start .so how "Magic" is it? My take is let's get in the ball park on both sides and see if we can hit a home run. I don't even get into the discussion about increase over what they make now because the answer is always "What difference does it make if the job pays X". I just want to know we are in the park with ranges on both sides then see if we can make everybody sort of happy.
@Bill, they ignore everything but the job title and then sometimes they even do that. The reason i put those disclaimers in the ad is so when i get somebody who ignores them, instead of spending a lot of time arguing via email i just cut and paste the disclaimer and send it back to them. and say, Sorry, Firm Requirement.
Most companies don't put salary ranges on their own ads because they don't want existing employees to know what everybody makes or if they know they are going to have to pay top dollar for a specifically qualified employee they don't want every half baked coder in the building to throw a fit to make what a java J2EE expert makes. The only thing i really dislike about this business is people and their BS. The thing i really like about this business is people and their BS.
It is my experience that posting a "Starting at" salary has given me a fantastic result. For example: "The salary for this position will be starting at $85K plus X% bonus. This salary has significant upward flexibility, based on current earnings."
This seems to allow higher paid candidates to not be off put, and also sets the expectation that clients are willing to be reasonable with pay, based off of current earnings. You'll always get the one's that "play the game" but I've found this allows for more honest communication.
The "stats" on getting an increased number of candidates by including salary would be very key if it could include what number of those additional applicants were qualified. I understand more applicants can increase the odds of finding a qualified one, but those details of more applicants only are important if it's generating more qualified people.
There are many variables and opinions on what to include, what to leave out, etc., - almost as much varying advice as there is for the poor applicants trying to write their resumes!
When putting a salary range on a job description, I generally put a broad range. Like Sandra said, I'll present at the high end, and at the middle. Low end is generally not considered once we see the level of candidates we get at the higher salaries.
Sometimes I don't post salaries, but instead, ask for salary requirements in the job posting. I disregard any snarky emails and focus on those who are truly interested in the position. Of course, I always receive emails blasting me for doing so, and I disregard them as well. These positions are usually ones where the client says that money isn't the most important factor in the position, but instead, finding the right candidate. They will let the pay be equitable to the experience and fit for the position. A good candidate will understand that part of the process.
I never leave off salary to try to be sneaky about it. I can pay what I can pay. I don't gouge clients, nor do I undercut employees. The position pays what it pays. I make no more money, or less money, if I jack around the salaries. As much as I say it, I wish candidates understood that part!
I'm surprised (not) by many of the responses. In an industry with a questionable reputation (and I was in it for 12 years), and in many cases justified transparency rules the day; otherwise sell used cars. When I was recruiting salary range was usually more fixed then any other aspect of a job req. It's a value proposition; right. When getting salary range I would ask a client for their "push" number. All reqs have flexibility. When I had it I would add 5-10% and put that in the ad. Most of the time the placement was on the high end because that was the best value...but I NEVER had an open ended salary range. If you're trying to build your database, fine. In this forum, be honest. If you want to fill the req. and get the best response put as much detailed information as possible (or the client will allow). Any recruiter who puts a broad range loses the license to complain about unqualified candidate responses.