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ACG Resources | The Debate on Posting Salaries

Every time you post a job, there is that dreaded field a job board asks you to complete called “salary.” Instinct is to put in the budgeted range and hit submit, but is it that simple? Many employers do not realize the adverse effect that including salary in postings can do.

You may be limiting the candidate pool. Many job boards and postings will push the job out to numerous job seekers that request to be notified about positions based on their criteria. What happens if you posted your role with a $90,000 to $100,000 range, and a candidate has a profile with the desired salary of $125,000 but is qualified for your position and flexible? Chances are your posting will not make it to them fast enough or at all. If your salary range is flexible, and you post your lower range, you may create a negative image with candidates for paying low. On the contrary, if you post your higher salary range, many candidates may get “deaf” to the lower number and instantly push only for the higher amount.

It is creating bad data. Now in the days of technology and scraping, many sites that rate employers and give job seekers information will pull your posted job salary and suggest it as an estimated range for that role. What about your current employees that may be on the bottom end of the range? What about the job seeker that does not have the exact skill set, but may be suitable? You may now have to start responding to requests for raises or risk your employees will become active job seekers. The qualified candidate that saw this suggested estimate is now going to settle for nothing less.

It is adversely affecting the recruiting process. As professional recruiters, we know the market, and we know how to field the compensation question. Just because your role is budgeted for an amount, it does not necessarily mean that it is the market. Sometimes it can be higher, and sometimes it can be lower. When we are recruiting, we are not providing ranges, but instead hearing from the candidates what they are looking for in compensation and other motives. If we have a candidate that is less than your budget, but there is a company job posting for a higher amount, what happens? That candidate just got turned off by the whole process. The recruiter is now a liar, and the employer is low balling.

One of the best things a company can do is hear from the candidate and, of course, utilize the professionals. In the long run, a recruiter can save you the turnover of unhappy employees and prevent a higher salary amount to a candidate for the long run because the candidate saw a range higher than the market.


  • Greg Eidlen, VP & Partner at ACG
  • Contact: 212-566-7600 or INFO[at]ACGRESOURCES.COM

Compliments of ACG/Adams Consulting Group – a member of the EACCNY.