BPHR’s Director Lisa Salcido, SPHR, SHRM-SCP provides answers to your pressing HR questions.
Question: Should a salary range be included in job postings?
Browse the job boards and you will notice most ads leave out compensation details. Excluding salary information upfront leaves room for negotiation later. Employers have the benefit of flexibility when not tied to a published range. But job seekers want pay transparency, and some states require wage range disclosure.
Hiring managers are in a stronger negotiating position when they keep compensation data private. It avoids conflict between employees or a wage war with competitors. If you are willing to pay more for a superstar, listing a salary range could discourage top talent from applying. Or a candidate expecting the top of the posted range may feel slighted if offered less.
But excluding compensation from job ads is frustrating for job seekers. Applicants spend a lot of time searching job boards, sending resumes, and interviewing, only to learn that the pay is insufficient. Get ahead in the competitive job market, and show candidates you value their time by posting the salary range.
A growing number of states have enacted new laws requiring employers to disclose the pay range for open positions. Maryland, California, and Washington employers need to provide salary ranges when requested. Starting October 1, 2021, Connecticut employers must provide a pay scale when offering employment or changing an employee’s position. Colorado is the first state to require employers to include compensation details in their job postings. The ad must specify the hourly or salary range with any bonuses, commissions, and benefits package. Colorado employers are also required to announce job vacancies to all current employees and maintain job descriptions with wage rate history for two years after employment ends.
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DISCLAIMER: The material presented on this page is for informational purposes only and does not constitute legal advice or legal opinion.