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WHY IT’S IMPORTANT TO SHOW THE SALARY WHEN ADVERTISING A PR & COMMS JOB

Show me the money:

Should Salary be Included in a Job Advert and why?

Wherever you’re advertising a job; LinkedIn, website, a job board, in the local newsagent, displaying a salary is such a small thing to get right and it makes a big statement about what your brand or business stands for.  It shows the world that you care about getting the right people in to do the job and the salary is reflective of what the job is paying, not what you can get away with paying.

Recently we noticed a role was advertised with a global blue chip retailer and on the job ad, this diversity promise was proudly displayed:

We are committed to an active Inclusion, Diversity and Equal Opportunities Policy, which starts with our recruitment and selection process, and we are happy to talk flexible working.

Yet, the salary was advertised as ‘competitive’ and there was no information explaining the salary was confidential and couldn’t be advertised publicly. Again, an easy tweak to let a potential applicant know that they could email / call and they’d be notified of the salary banding and could make a decision about whether the salary was in line with their expectations, and whether they wanted to formally apply afterwards.


Some of the assumptions we (as potential applicants or responsible headhunters) might make if a job is advertised without a salary…


✳️ There’s no DEEI policy in place
✳️ There might be but the policy isn’t being fed down to the hiring managers
✳️ The team isn’t trained / DEEI isn’t being led by or monitored by the SLT
✳️ You don’t care about the gender or ethnicity pay gap
✳️ And you’re only bothered about attracting or hiring neurotypical candidates / cis men
✳️ You’re going to get numerous CVs from folk without the skills
✳️ You have no awareness of how tiring and emotionally taxing applying for a job is
✳️ Or how demoralising it is to find out the job pays less £ than someone currently earns
✳️ You’re worried that existing staff doing a similar role will ask for pay parity or a pay rise
✳️ You don’t want applicants pitching themselves at the top of a salary band
✳️ You’re hiring on ‘years of experience’ and not what the job is paying or worth

✳️ You’re missing out on exceptional talent who won’t apply because they’ll assume the salary will be lower than they’re currently on or that the salary could be a massive hike up and get imposter syndrome, decide you don’t have a clear DEEI policy in place or won’t want to go through the process only to be disappointed or frustrated.

As a business you’re going to get (for example) a junior marketing executive who sees a senior marketing manager role advertised at up to £60k and applies asking for a £60k salary but doesn’t have the skills, background or experience to do the job, and can understand why you might be reticent about advertising a salary because of this, but that’s part of the PR Recruitment process. As hiring managers, you should expect to spend a lot of time going through applications and not all will hit the mark. But, if you judge every person on their own merit, take thorough and unbiased care reading through CVs looking at the potential of the person and what’s possible, as well as what’s needed, you will find the right talent. If in doubt, ask for a 10-minute conversation with someone, before making a decision (something AI can’t do, but that’s another blog entirely…)

Being up front about salary is such a small thing to get right and it makes a big statement about what the brand or business stands for.  It shows the world that the brand cares about getting the right people in to do the job; attracting a more diverse group of applicants and,that everyone that goes through the application process is treated fairly. Would you apply for a job if the salary wasn’t advertised?


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