It is one of recruitment’s longest-running debates: should a job advert include the salary?
There is no universal answer. The right approach depends on the role, the availability of suitable candidates, the organisation’s pay structure and the flexibility within the hiring budget.
Publishing a salary can improve transparency and attract better-matched applicants. However, it can also limit interest from candidates whose expectations sit slightly outside the advertised range. Before deciding, employers should consider the impact on candidates, existing employees and the overall recruitment campaign.
Including a salary range can demonstrate that the organisation takes recruitment seriously and values transparency.
It gives candidates a clear understanding of what the employer is prepared to pay and allows them to decide whether the opportunity meets their expectations before applying.
This can lead to:
However, the salary must be realistic. Advertising a figure significantly below the market rate may discourage strong candidates and damage the organisation’s reputation.
This is particularly important when recruiting for a new position or a specialist role where the employer may not fully understand current market salaries.
When advertising a salary range, employers should be genuinely prepared to offer the top figure to a candidate who fully meets the requirements.
An excessively wide range can appear unclear or misleading, while a narrow range may reduce flexibility.
Before publishing the advert, consider:
Strong candidates generally understand their market value. Advertising an unrealistic range may leave the vacancy unfilled or result in the best applicants withdrawing.
Leaving the salary out can provide flexibility, but it may also create problems.
Candidates may avoid applying because they assume the salary is low or believe the employer is not being transparent. Others may progress through several recruitment stages before discovering that the available package does not meet their expectations.
This wastes time for everyone involved.
Discussing the salary range early in the process can reduce this risk, even when it is not included in the initial advert.
The phrase “competitive salary” is commonly used when employers do not wish to publish a figure.
It can be helpful when the organisation is open to considering candidates at different levels of experience. For example, an exceptional applicant with less experience may still offer significant potential and command a different package from a more established professional.
However, the phrase has become so widely used that many candidates interpret it cautiously.
Where possible, provide more useful context, such as:
The employer should still have a clear internal budget before starting the recruitment process.
Publishing a salary range can raise questions among current employees, particularly if they believe they are performing similar work for less money.
Before advertising, review internal pay levels and ask whether any differences can be justified through:
Salary transparency can expose inconsistencies that need to be addressed. While this may feel uncomfortable, unresolved pay inequality can create larger problems for morale and retention.
Salary is important, but candidates assess opportunities based on the entire employment package.
Other benefits may include:
For some candidates, flexibility, development or wellbeing benefits may be more valuable than a slightly higher basic salary.
Job adverts should therefore communicate the full employee proposition rather than focusing on pay alone.
Including the salary can be particularly useful when:
It can also strengthen an advert when the salary is likely to attract passive candidates from competitors.
Leaving the salary open may be appropriate when:
Even in these situations, employers should avoid entering the market without understanding the likely salary expectations of suitable candidates.
Including a salary in a job advert can improve transparency, reduce mismatched applications and create a stronger candidate experience. However, the range must be credible, properly researched and aligned with internal pay structures.
Withholding the salary may provide flexibility, but it can also discourage applicants and create unnecessary delays later in the process.
The best approach is to understand the market, define the available budget and communicate honestly. Whether the figure appears in the advert or is discussed early with candidates, clarity around pay gives organisations the strongest chance of attracting and securing the right talent.
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