{"id":999881628,"date":"2017-06-13T19:26:00","date_gmt":"2017-06-13T19:26:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=478276083"},"modified":"2017-06-13T19:26:00","modified_gmt":"2017-06-13T19:26:00","slug":"payoff-including-pay-information-job-postings","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/payoff-including-pay-information-job-postings","title":{"rendered":"The Payoff of Including Pay Information in Job Postings"},"content":{"rendered":"

\"\" Although employers appear to be yielding to tech pros\u2019 demands for a fair and transparent hiring process, many are still reluctant to put salary ranges in job postings. Whether they are hoping to find an amazing tech candidate for a bargain price, or afraid that disclosing generous starting salaries will send lower-paid employees rushing for the exits, what recruiters may not realize is that failing to disclose a salary is adversely affecting their ability to attract top technical talent according to Matt Sherman, engineering manager at Stack Overflow. Stack Overflow ran an A\/B test, where half of job ads contained a salary range and the other half did not. Amazingly, the ads that featured a salary range experienced a 75 percent average increase in click-through rates. Even jobs that advertised salaries below $100,000 saw a 60 percent increase. What caused the dramatic increase? Sherman explained it this way: \u201cSince many tech job seekers include salary information in their search criteria, they may not find a posting that lacks specific salary information.\u201d In other words: \u201cThey may simply be choosing to focus on opportunities where they don\u2019t have to guess about the starting salary.\u201d So should recruiters include salary info in job postings, or not? Here\u2019s a look at the pros, cons, myths and realities. <\/p>\n

Benefits and Advantages<\/h3>\n

Not only does advertising a salary range build credibility with tech candidates, it also drives recruiting efficiency, said Dave Kerr, recruiting partner at tech recruiting firm Incendia Partners. Simply put, people who don\u2019t fit the salary criteria don\u2019t bother applying. \u201cWe\u2019re able to spend more time qualifying a candidate\u2019s non-monetary motives and look for synergies with the client company which leads to better matches,\u201d Kerr said. Disclosing the salary is an attractor that opens the door to conversations about the things that make a career opportunity rewarding and unique, which is vital to winning top technical talent in a competitive area such as Boston or Cambridge, he added. From a tech pro\u2019s perspective, companies that don\u2019t list salaries could be testing the market\u2014or worse, hiding something. Although it may not be fair or accurate, signaling that your company may have a transparency problem can repel top applicants. Many recruiters also fear that publishing attractive salaries will unleash a torrent of unqualified applicants\u2026 but it turns out that those fears are largely unfounded. For instance, while marketing and communications firm Proforma has experienced a rise in unqualified applicants in response to job postings with salary data \u2013 from roughly 25 percent to between 35 to 40 percent \u2013 the company has experienced an overall increase in recruiting efficiency, according to Jason Pindzia, director of Career Advancement. \u201cNegotiations are much easier now that we publish salary ranges,\u201d said Pindzia, who admits that he has turned from skeptic into enthusiast on the issue due to his experience. \u201cMy closing rate has jumped from the mid-40 percent range to 84 percent, so I\u2019ve more than made up for the extra time I spend screening applicants.\u201d Do candidates automatically expect an offer near the top of the range? No, but companies should still take care to be as transparent as possible about their formula. For example, managers could provide a list of criteria so tech pros can see exactly how a salary is determined for various roles. <\/p>\n

Drawbacks and Issues<\/h3>\n

Of course, publishing salaries does have some drawbacks, but experts insist that those can be overcome or minimized. For example, it is certainly possible that firms with meager budgets could see a decrease in applicants if they advertise non-competitive salaries. However, the likelihood of convincing a money-driven tech pro with in-demand skills to accept a below-market offer is already slim. \u201cIf you\u2019re $10,000 or more apart, it\u2019s not going to happen,\u201d Pindzia said. If you can\u2019t offer Facebook-style salaries, publish a small salary range or an \u201cup to\u201d salary number; highlight bonuses, flex hours or other popular perks. Remember that candidates can generally find a company\u2019s compensation information online, anyway. And with states passing legislation<\/a> allowing employees to share salary information, it\u2019s getting more and more difficult to keep a lid on pay, so why try to hide it? If your current tech employees are underpaid, or you pay unequal wages for similar work and skills, then yes, publishing salaries may open a Pandora\u2019s Box of issues. Getting your salary house in order and training managers how to discuss compensation with employees and applicants needs to happen first. But as Pindzia points out, putting pay policies in place and learning how to discuss compensation with candidates and employees is not \u201cnecessarily a bad thing.\u201d Finally, your competitors probably have a pretty good idea what you\u2019re paying, but a shrewd recruiter may use more specific salary data to create detailed side-by-side comparisons that expose differences in packages, or they may offer an extra incentive such as a signing bonus or transportation allowance to win over a top candidate. What\u2019s the biggest challenge of all? Being a change agent. \u201cI had to convince a lot of people,\u201d Sherman said. \u201cBut embracing pay transparency has been a positive change, once we put the larger processes in place.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

Although employers appear to be yielding to tech pros\u2019 demands for a fair and transparent hiring process, many are still reluctant to put salary ranges in job postings. Whether they are hoping to find an amazing tech candidate for a bargain price, or afraid that disclosing generous starting salaries will send lower-paid employees rushing for […]<\/p>\n","protected":false},"author":132,"featured_media":478276083,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2377],"class_list":["post-999881628","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-job-posting-strategies"],"acf":[],"yoast_head":"\nThe Payoff of Including Pay Information in Job Postings - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Although employers appear to be yielding to tech pros\u2019 demands for a fair and transparent hiring process, many are still reluctant to put salary ranges in\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/payoff-including-pay-information-job-postings\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Payoff of Including Pay Information in Job Postings\" \/>\n<meta property=\"og:description\" content=\"Although employers appear to be yielding to tech pros\u2019 demands for a fair and transparent hiring process, many are still reluctant to put salary ranges in\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/payoff-including-pay-information-job-postings\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/dice\/\" \/>\n<meta property=\"article:published_time\" content=\"2017-06-13T19:26:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dice.npgdev.com\/hiring\/wp-content\/uploads\/2025\/02\/Screen-Shot-2017-05-10-at-10.28.48-AM-3.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1613\" \/>\n\t<meta property=\"og:image:height\" content=\"1069\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings\"},\"author\":{\"@type\":\"Person\",\"name\":\"Leslie Stevens-Huffman\",\"url\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/authors\\\/leslie-stevens-huffman\",\"sameAs\":[\"https:\\\/\\\/x.com\\\/leslieshuffman\"]},\"headline\":\"The Payoff of Including Pay Information in Job Postings\",\"datePublished\":\"2017-06-13T19:26:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings\"},\"wordCount\":874,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/wp-content\\\/uploads\\\/2025\\\/02\\\/Screen-Shot-2017-05-10-at-10.28.48-AM-3.png\",\"articleSection\":[\"Job Posting Strategies\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings\",\"url\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/payoff-including-pay-information-job-postings\",\"name\":\"The Payoff of Including Pay Information in Job Postings - 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