1. It closes pay gaps across gender and ethnicity.
Research has shown that when salary ranges are not disclosed, women and people of color are often paid less than their white, male counterparts. By including salary information, companies can ensure that they are paying employees fairly and consistently. Evidence
2. It reduces employee turnover rates, saving you money.
Research shows that organizations with transparent pay practices see a 17% reduction in turnover rates. This retention benefit can significantly reduce recruitment and training costs for businesses. Evidence
3. It helps you hire faster.
Research shows that when salary ranges are disclosed, candidates are both more likely to apply, and more likely to be suitable for the salary range. This saves time filtering people above your budget, or below the level of experience. Evidence
4. It helps you reach more candidates.
Job postings with salary information receive 50% more applications - and 85% of Gen Z respondents in Adobe's Future Workforce Study said they would be less likely to apply for a job if the salary range wasn't disclosed. Evidence
5. It improves your candidate experience and brand perception.
80% of candidates feel uncomfortable or extremely uncomfortable when prospective employers ask questions about their current salary, and 82% of respondents said seeing a salary range would give them a more positive impression of a company. Evidence
6. Because it's 2024, and things are hard enough without playing the guessing game.
Finding work is hard enough already, without asking someone to guess whether the role you're advertising is affordable or relevant. It doesn't matter what they were previously paid - it only matters how much you're offering for the role. And if you don't have budget range signed off yet, you aren't ready to be advertising.