At 1Day Sooner we do generally list salary ranges in our job descriptions, but there are some significant downsides for employers that are worth considering. First, the salary we’re willing to pay varies significantly by a candidate’s background and quality, which 1. means an accurate range can be wide enough to not be very informative and 2. when we make an offer, the candidate knows what we’re willing to pay, so we might be forced to over-pay. More broadly, listing the salary range reduces our ability to negotiate and means we’ll get a worse deal on average. Like I said, we still generally reveal expected salaries, but I understand why others don’t. I’d be curious for other groups’ rationale.
I wasn’t aware of such dynamics, thank you for commenting. :) I would be interested to know if you only have this problem for specific positions (and if so why those), since you say it’s generally disclosed? For more senior roles, where the maximum salary can be high or uncapped, I totally understand needing to be able to negotiate better.
My main concern with this post was not even disclosing a minimum salary for the minimal viable candidate (e.g. junior roles) - which I’d think any organization knows up front when deciding to hire. Luckily many do list whole salary ranges or at least the base amount depending on location/seniority. I’ve also seen 1 organization with a “no negotiation policy”. According to them it ensures fair pay across roles, but potentially also with benefits for the organization?
I think the problems I mentioned exist for all roles. (Insofar as there were roles that were a commodity with known pricing, maybe it would matter less but not sure. I don’t know how many of those exist). I do think disclosing just a minimum could obviate the issues I raised. (And we do consider the value of disclosing anticipated salary as high enough that we generally do publish them—I’m just making the point here that I don’t think it’s a costless decision).
Also I should maybe mention that 1Day’s COO Julia Murdza manages our hiring processes (I don’t), and her thoughts are likely to be more sophisticated on this than mine.
At 1Day Sooner we do generally list salary ranges in our job descriptions, but there are some significant downsides for employers that are worth considering. First, the salary we’re willing to pay varies significantly by a candidate’s background and quality, which 1. means an accurate range can be wide enough to not be very informative and 2. when we make an offer, the candidate knows what we’re willing to pay, so we might be forced to over-pay. More broadly, listing the salary range reduces our ability to negotiate and means we’ll get a worse deal on average. Like I said, we still generally reveal expected salaries, but I understand why others don’t. I’d be curious for other groups’ rationale.
I wasn’t aware of such dynamics, thank you for commenting. :)
I would be interested to know if you only have this problem for specific positions (and if so why those), since you say it’s generally disclosed? For more senior roles, where the maximum salary can be high or uncapped, I totally understand needing to be able to negotiate better.
My main concern with this post was not even disclosing a minimum salary for the minimal viable candidate (e.g. junior roles) - which I’d think any organization knows up front when deciding to hire. Luckily many do list whole salary ranges or at least the base amount depending on location/seniority.
I’ve also seen 1 organization with a “no negotiation policy”. According to them it ensures fair pay across roles, but potentially also with benefits for the organization?
I think the problems I mentioned exist for all roles. (Insofar as there were roles that were a commodity with known pricing, maybe it would matter less but not sure. I don’t know how many of those exist). I do think disclosing just a minimum could obviate the issues I raised. (And we do consider the value of disclosing anticipated salary as high enough that we generally do publish them—I’m just making the point here that I don’t think it’s a costless decision).
Also I should maybe mention that 1Day’s COO Julia Murdza manages our hiring processes (I don’t), and her thoughts are likely to be more sophisticated on this than mine.