Attracting Talent

5 Reasons For Stating A Salary In A Job Description

We’ve seen it time and time again. No salary in a job description. Our mission here at The Find Your Flex Group is to help bring employers closer to their people..and potential people, creating great, inclusive and innovative teams. The salary, we’ve concluded is a huge deal beaker when attracting talent.

Recently we conducted a poll on the inclusion of stated salaries in job descriptions. We asked the question: “If a Salary isn’t stated on a job description does it put you off applying?“. The response pretty much confirmed our thoughts!

The post went viral, reaching over 100,000 views and over 4,100 people voted. We’ll reveal the results a little later. But for now we’ll share some of the insights.

So why should you state the salary in a job description?

1. You’ll get more quality applications

It usually puts me off entirely. If the job sounds like a particularly good fit and I enter a discussion with a recruiter about it, the salary range is the first question I’ll ask. If the recruiter won’t give me the salary range at the start, I’ll politely end the call there as I don’t want to waste my time.

The most prominent reason given for why people would be put off applying, was that they didn’t want to waste time.

Supplementary to that was that most people apply for jobs that will continue to facilitate their lifestyle needs.

Applicants don’t want to waste their time applying. Only to find out further down the line that the salary will not sufficiently meet their needs.

How can you make a decision about viability of changing a role/ company if you can’t equate whether you could continue to afford to live your existence?

Applicants also see this as a lack of respect in valuing their time. Or even shows ignorance about the amount of time and effort candidates put into their job applications.

When a role is much desired, a candidate can commit considerable time into perfecting their CV and covering letter specifically to that role and company.

Why should you spend the time and energy polishing a resume, applying, stressing, interviewing, waiting…just to find the salary range is something you would have never applied for in the first place?

2. People like transparency, it’s the start of building trust

Trust is incredibly important with existing teams and new hires. If you are wanting to attract talent into your teams then be transparent on what you offer. If you are an employer of choice then show potential hires why.

What puts me off is when the recruiter asks what salary you expect. I just reply, asking what the company is offering. You can’t beat around the bush… it gets you nowhere and does no one any favours in the long run … Be up front and don’t treat it like a game. Life is too short!!

Even if salaries are negotiable, a range between the minimum and maximum should be advertised to show applicants where they stand.

Stating a salary helps a person determine if the role is right for them. be that the seniority of the role or if the level of pay is enough to met their needs.

The ludicrous requirements for even the most junior roles make it difficult to determine the seniority, in a way that salary absolutely defines.

In negotiating anything, both sides need to be aware of the stakes. A candidate needs to know what it is they are negotiating for. It is better to state a salary in the job description than make applicants struggle to negotiate in the dark. This is just another form of playing games.

“Negotiating power lies with the employer if a salary isn’t listed. Whilst you can negotiate during the final stage of interviews, you should at least see salary expectations and that your potential employer has done some research into the role before you apply.

3. Bad experiences gain bad publicity!

Good candidates who pull out are less likely to apply to the organisation again and more likely to share their experience with their connections.

No company should ever underestimate the power of word of mouth.

It only takes one applicant to have a bad experience during the recruitment process for this to snowball. Social Networking and Social Media is a huge part of our daily lives.

All it takes is one post by an applicant with the right social connections to spread the word about how poor an employer’s recruitment process is.

I somehow always get the impression that these companies are looking for the highest skilled employee who ticks all the right boxes whom they can then insult by offering as little as possible for their services.

Let us consider brand reputation. Is this important to you as an employer? (It should be by the way). Then omitting the salary or salary range could negatively impact your company reputation.

“If a company has poor recruitment, they must be a poor employer. If they’re a poor employer, the service can’t be great. In which case I should take my custom elsewhere.”

Another respondent stated:

If you are proud of what you pay your people you will have no problem, putting this out.

4. Top quality candidates who know their worth will be looking for a salary.

It makes me feel like the recruiter is just trying to collect CVs to stick in a database and tick a box.”

Firstly, talented applicants don’t want to just be a part of a tick box exercise, with little chance of even getting to the interview stage. A lack of effort and details in a job description will be a sure sign to any applicant that the employer is not overly interested in the quality of the applicant.

Secondly, stating a salary (especially a competitive one) shows that you as a company have done your research into the role. That you want to attract talented individuals. Which also leads on to another subject – why getting the level of salary is important. But we’ll save that for another post.

If you don’t advertise a salary then for me it says to a potential applicant is these guys are potentially looking to do this on the cheap or have no idea about the marketplace and so can’t even pitch a salary for the role.”

Ask yourself – why would someone be attracted by ‘benefits’ such as gym memberships and discounted company products if they can’t determine if the salary would meet their needs?

5. It saves you time

Omit the salary and you risk the few talented applications you managed to attract pulling out once they know the salary. Just because there was no salary stated in the job description doesn’t mean someone will continue with their application if the salary doesn’t suit.

“It usually means HR and hiring managers spending unnecessary time sifting through more CV’s and interviewing candidates that if they discover the salary is too low will pull out.”

Salaries in job descriptions: The candidates have spoken.

Let us bring you back to the poll results. 84% of people who voted said; yes they would be put off by a job description that does not state a salary.

The response was loud and clear. The general theme that employers have a responsibility to state salaries in their job descriptions shouldn’t be ignored.

If employers continue to omit such crucial information from the job description they not only risk losing potentially amazing recruits, but could be doing substantial damage to their brand reputation.

To conclude, it’s not difficult to state a salary in job description. Even if it’s a range between the minimum and the maximum. Consequently, everyone then knows where they stand. The only one that stands to miss out on not stating a salary is the employer.

Flexible Working

How Do We Develop The New Normal Of Work?

Placing people and their performance at the heart of organisations in our new world of work.

It won’t have escaped your notice that we are gearing up for a return to ‘normal’ or the ‘new normal’ as it has been termed by some. Many are questioning if they will be returning to the office. Will they be offered a hybrid and be able to remain working form home? However a recent Yougov survey commissioned by PUSH, 40% of people suspect employers want them to return to the office as soon as possible, because they think their employees achieve less when working from home.

But what is this new normal of work?

Will it be better or worse than before? Have organisations learned and adapted or have they simply focused on surviving with the intent to return to normal practice? How many of us have preferred working from home? Those who had to take the responsibility of education at home may have had a different experience to those who didn’t. It’s clear we’ve all had a wide variety of experiences. How many will recognise that there is no one size fits all solution? That flexible working is in fact subject to the needs of the employee.

However we all feel about the changes imposed on us we can’t ignore the fact that change and inclusivity drives innovation and flexible working is the true benchmark for inclusivity.

However a recent Yougov survey commissioned by PUSH, suggests that 36% of the working population think they will work nearly 100% of the time from the office once the pandemic is over. Yet, 35% of people felt they achieved more when working from home. 

We at The Find Your Flex Group believe that each individual should have a discussion with their manager around flexibility and productivity.

Under what circumstances will they be most productive? What measure can we put in place to ensure support, cooperation and collaboration?

PUSH founder, Cate Murden, suggests it’s a new form of presenteeism: belief that even with the proof we are willing and able to work from home, employers still feel the physical presence of an employee in the workplace equates to better and more valuable deliverables.

According to the 3,037 surveyed, 32% believed those who return to the office when asked are more likely to get promoted. That rises to 42% in the under 35s!

What about mental health?

Murden believes that mental health and wellbeing are being put on the backburner as new figures suggest we feel pressured to return to the office in spite of the fact we achieve more at home.

Murden advises companies to instead use lockdown as a baseline for learning how we can protect the fallout from a sudden return to work: 

“The numbers that came back from this survey were shocking, but not surprising. If nothing else, it shows that we are still a long way from placing people at the heart of the organisation and not just bottom lines. Why, if we know we are doing better from home, are we feeling pressured to go back into the office?

Overlooking old behaviours and not learning from the past 12 months will be the downfall of many companies. Over the course of the pandemic alone we have supported some of the largest household names, including Whitbread, Toyota, Urban Outfitters and Rightmove, as they prepare for the wave of mental health issues that come with the new era of work. It is these companies, the ones that have used this time to adapt and grow, that will succeed.”

Perhaps, when we talk about a ‘new normal of work’ maybe we need to look beyond how a company functions. Maybe we need to get to the heart of any organisation, its values and its people.

About PUSH

PUSH specialises in corporate wellness, mental health, leadership and professional development. Working with clients to create tailored solutions to the challenges felt by their teams. Having seen 15% YoY growth during the pandemic PUSH decided to commission and publish the Human Element Report outlining our views on the return to work.

Read the full report here: The Human Element Report

For more information on how PUSH can support you during lockdown and beyond, visit or contact