Should I include a salary guide in job adverts?
Before deciding on including details of salary you have to first look at whether your advert is really reaching out to your target audience. Make sure it speaks their language and sells your company in the right tone.
Furthermore, the salary issue is variable depending upon the economic situation.
In difficult times when jobs are scarce, the salary is certainly not the main issue. In a highly competitive job market when firms are fighting for qualified employees, the addition of a salary can create the extra interest in your position.
A quick word about online recruitment adverts
If writing online advertising copy, you need to think in terms of keywords to optimise exposure to search engines.
Writing keyword driven ad copy is a great way to get your ads featured higher up these lists.
Use multiple job titles to appeal to different search approaches. Think of how candidates might search for your vacancy then use these keywords in your ad copy.
Your advert needs to work best for the online placement. In traditional advertising media, such as newspapers and magazines, style and execution can be much more creative and expressive – but you still need to follow the basic structure above.
Raising the salary question
There is no hard and fast rule about whether or not to include a specific salary scale in your adverts and there are pros and cons to either approach.
While the insertion of a salary can help to increase application rate it also helps mark a clear line for the candidate and sets the tone for their response in a business-like way and assess if they are worth the amount displayed.
At the top end of the jobs market, where competitions may be tight, nominating a key salary figure (with other benefits) may simply be the only way for your position to be taken seriously. The salary then gives your company a powerful negotiating position, expecting the most suitable applicant to be the best and demanding more from them.
With no salary
Internally, of course, you also have to make the call as to what your company can pay and it may be that you are rather hoping for the best person at not too great a cost.
In this case, you may prefer to place your advert without a specific salary. Usually this is done by using key phrases such as 'competitive salary', or excellent rewards for the right person. This places the responsibility on the applicant to decide whether to apply because the applicant has to first formulate their worth before applying.
It's worth remembering that jobseekers sometimes view vacancies without salary ranges with suspicion as it sends out a signal that the company in question isn't really sure what they want to pay either.
On the other hand, not putting a salary can make a position seem more intriguing and draw the applicant in. It can send out a message that the salary is open to negotiation and appeal to the more 'challenge-orientated' applicant.
Some alternatives to salary
Salary need not be the only way to add value to your job posting, perks and incentives are an obvious alternative. Such added value can also add a friendlier and more progressive tone to recruitment advertising.
Because of the ambiguous nature of placing salary it may help to clearly examine your own internal motives for either not posting a salary figure or posting one within your advertisement.
Generally if the economy is on an upward trend, the salary becomes an increasingly important part of the applicant's decision. The answer, therefore, can be to have the best of both worlds with a 'salary-range'. This is not a new idea and can create the element of intrigue whilst also demonstrating the company's commitment and seriousness.