No one likes to waste time. Time is precious. Whether you are recruiting talent for an opening within your company or you are the talent looking to make a career move, the more information you can gather about an applicant or a job opening, the more efficient you can be in accomplishing your goal. This is why it is more important than ever to include at least a range for the Salary field on a job posting. It boils down to attracting the right talent for the right role.
Why Listing Salary is Important
Put yourself in the place of today’s candidate. The resources available to search for a new job can be overwhelming, and companies don’t always follow the same rules about job titles and responsibilities. You see a role that seems to be a solid fit for your skill set, only to go through the whole apply process and find out that the level of the role wasn’t at all what you perceived. Does this sound familiar? Let’s face it: your current salary and expectations are always a factor as you consider a change. Many companies choose not to share any information around salary on the job posting, but that is a crucial piece of information for top talent. Even including just a broad range depending on experience would be helpful to a job seeker. That way, a recruiter doesn’t waste time with overqualified candidates, and the job seeker doesn’t waste time applying to something that isn’t a match for his/her salary expectations.
A few years ago, AgCareers.com did a survey of Candidate Motivation and Behavior in the Agricultural Industry, and when candidates were asked what hindered their ability to find a job, “salary expectations” and “being overqualified” were both in the top five. Listing salary range with your job description should help attract the candidates that are truly a match for the position.
As an employer, you should be aware of the competition when it comes to salary, especially within your industry sector. The easiest way to benchmark your roles to see if you are truly competitive in the market is to utilize the Compensation Benchmark Review for Agribusiness. You need to know where you stand before you can determine how to best influence people to come work for the company. There are many instances within agribusiness where transferrable skills can work to your advantage. For instance, at one time, recruiters at ethanol plants were targeting people managing feed mills to run their ethanol plants: the skills were transferrable, and in many cases, they could offer these managers more money. It was important to market the salary within the job description!
In summary, more information usually equals better results all the way around. Please think about ways to at least list salary ranges of positions you are recruiting for, and ensure you have an idea where you stand within the market as you do. It’s all about attracting the right talent for the right role.