In many cases, job postings that include wage will yield a greater candidate pool – provided the wage is competitive with the market. Yet, before pay ranges are posted publicly, organizations should ensure they have a clear compensation strategy, established pay structures, and confidence that their internal pay practices are equitable and well understood by the existing employee population. The first time people in the organization are seeing a salary range for a job should not be on a public job board. Not only can publishing this information build trust with candidates and help attract applicants whose compensation expectations align with the role, it’s also a proactive approach to pay transparency as these requirements continue to expand across many states and jurisdictions.
