Why any recruiter should be crystal clear on the salary from the very beginning

So, you are a recruiter and you are gonna write a job description to fill the vacant position in your company. This is a crucial step to catch the attention of the right candidate.

Usually, you start to describe your company and then you pass to write down the job description. You write what this job is about, the responsibilities and the skills required from the candidates. And in most cases, this is it.

It’s pretty uncommon to see the salary in the job description, or even the job type. It is a freelance job or a fixed-term contract? And above all: how much are you gonna pay the worker? Try to go on any job boards, pick up 10 job offers and search for the salary field. You’ll notice that only few will explicitly talk about the salary. And we are gonna explain why this is wrong, for the candidates and for the recruiters.

5 reasons why the recruiter should point out information on the salary

The salary is not the most important aspect for any candidates. Indeed, a lot of researches says that the salary is not  always their top priority. This priority scale is function of several variables: age; culture; nationality; geography; civil status; job category; job position. Just to name a few.

If the recruited has made a portrait of the perfect candidate, then he should already know what this candidate will expect in terms of money. It’s also good to take in mind that a person is unlikely to give out this information. They don’t want to appear as opportunistic or as people that are too attached to money. We should rationally assume that under the same conditions (benefits, job type, contract, career option, company reputation,…)  a person will likely prefer the job which pay more.

So, let’s explain in 5 points why any recruiters should be crystal clear on the salary.

1. You risk to lose time (and money).

Any recruiter know well how hard could be to find the right candidate. The hiring process is time consuming and it costs money to the company.

Imagine that a candidate catch your attention. You set up a meeting with him and during the interview you discover that he is not going to accept that salary. This is lost time that you could have be saved if you listed the salary from the beginning.

2. The candidate could lose time (and you risk to sully your reputation).

You need to think that the candidate is gonna lose time as well in the recruiting process. What’s the point to engage him in this process if you are not sure how he will react when you’ll talk about the salary? During the meeting, you should handle with people which are already fine with the salary level.

Nowadays, it happens often that we make interview on skype or any other VoIP platform. But it is not rare that a company requires a face to face meeting to know better the candidate. Now image that a candidate makes a long trip to arrive to the company headquarter. He awaits his turn kindly, comes in your office to have the interview…just to discover that the salary is not what he expected.  How would he feel in your opinion?

If this happens systematically, it’s just a matter of time before someone goes on Internet to express his disappointment. In this case there is a chance that the other candidates will join the conversation to share the same feeling. And in the worst case scenario that conversation could become viral. At this point it will be very difficult for your company to attract the best talents.

3. Transparency is a fundamental key for employees engagement. Be transparent from the very beginning.

Transparency leads to engagement, and engagement leads to a comforting environment and to more productivity. If you are transparent you will win the trust of your employees and they will feel that the company really cares about them.

Be transparent from the very beginning and you will add some points to the motivation of the new employee.

4. You could miss high skilled candidates.

Sometime a company is afraid that the candidate would pretend too much money simply because he is over skilled or he comes from a biggest enterprise.  In this case the candidate will be rejected without even thinking.

Write down any details within your job description: the age of the candidate; the salary; the job type. Everything. If you write the salary in your job offer this candidate knows what to expect in terms of money and you shouldn’t be worry anymore. So, think twice before closing the door to these candidates. They could have the tools and the skills to boost your company.

5. You are making a favour to bad companies.

If every company would be transparent on this matter it would be easier to drive out bad companies, which apply salary rates below the minimum wage. This is particular important in the journalism sector, where may companies rely on freelancers to cover their editorial needs.