Job seekers demand salary transparency in hiring processes

By Zion Rufus

In today’s job market, professionals and job seekers are demanding greater transparency when it comes to salary information.

In a recent LinkedIn poll conducted by Girls In Marketing, an overwhelming 98% of respondents voted that companies should always disclose a salary range in job descriptions.

The poll underscored the widespread agreement among professionals and job seekers that salary transparency is a crucial aspect of modern hiring practices.

“This crucial insight highlights the growing importance of salary transparency as a best practice in the hiring process,” says Helen Akue, a brands and communications professional.

According to Akue, by providing the salary information upfront, companies can empower job seekers, attract top talent, and mitigate bias.

“Transparent salary practices create a fair and inclusive environment where professionals can make informed decisions about their careers. As the job market continues to evolve, it is evident that salary transparency is no longer just a preference but an essential best practice. Employers who embrace this approach will not only benefit from attracting top talent but also contribute to building a more equitable workforce for the future.”

The insight further highlighted the growing importance of salary transparency as it empowers job seekers to make informed decisions about their career choices.

“By knowing the salary range upfront, candidates can assess whether the compensation aligns with their expectations and financial goals. It saves both the candidate and the employer valuable time and resources by avoiding potential mismatches,” Akue added.

Today, disclosing a salary range in job postings has been identified to promote fairness and mitigate bias.

“When salary information is transparent, it reduces the potential for pay disparities based on factors such as gender or race,” said Adesola Dairo, a marketing consultant.

“It also sets a positive precedent for fair compensation practices within the company, fostering a culture of trust and transparency among employees.”

Rebecca Mizen agrees.

According to the marketing executive, the intentional omission of a salary range “just screams out ‘we want to try and get away with paying you as little as possible’ especially for entry level positions when you don’t even know how much is a ‘normal’ salary for that type of role”.

Candidates can also evaluate job opportunities based on their qualifications and fit with the organization, rather than negotiating power.

Ellie Boulstridge, founder of Chiron Hotel Consulting adds: “I’m constantly amazed by how many employees boast about ‘competitive salaries’ yet don’t show them in the job description. It’s a waste of everyone’s time from the outset. It would be so refreshing for more employers to be upfront about salaries and benefits, as this would also help us all to start having honest and transparent conversations about money.”

Salary transparency supports diversity and inclusion efforts, creating a level playing field where individuals from all backgrounds can confidently apply for positions.