Expanding Transparency: not just salary ranges on job posts

Issue #6 - published on March 7, 2023

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Salary transparency is sweeping the nation. California, Colorado, Washington, and many cities have passed laws requiring employers to post salary ranges in job ads if the employee will reside in those locations (onsite or remotely). I recently read that nearly 20% of workers in the USA are covered by some kind of law requiring salary transparency.

As companies get used to "showing their hand" and being transparent with salaries, I believe we need to be more transparent in other areas as well. We are trying to hire people who will be happy in the role and likely stay for some time, so why are so many companies hiding their working conditions? We need to share the good, the bad, and the ugly if we want someone to stay. If someone accepts the role and learns what it is really like on the job, they will not be happy, likely feel betrayed, and they will leave.

For example, if you require substantial overtime in your roles, say typically 50+ hour work weeks are required...we should mention this in the job post/description. If someone is really looking for work-life balance and more of a standard 40-hour work week, then they will self-select out by not applying. This is a good thing because they would never be happy in the long term with such a role requiring so many additional hours. You would just have to deal with the attrition as they quit. Why not get someone who knows the expectations and is prepared to work 50+ hour work weeks from the start of the application process?

Likewise, if you have little to no overtime in your role, you should advertise this fact. There are companies that exploit salaried workers and overwork their employees to burn out. The people working 50 or 60-hour work weeks and having no work-life balance may be very interested in a job that discloses that overtime is a rare occurrence and it is typically a 40-hour work week.

This also clarifies what the posted salary ranges really mean because $50K annually working 40 hours per week is different than $60K annually working 60 hours per week. The prior is about $24/hr and the latter is about $19.23/hr (which does not even count time and a half for overtime hours like hourly roles do, which if we included time and half for overtime it would drop the hourly rate to $16.48/hr). The latter job looks like $10K more on the surface, but the effective hourly rate is really $7.50 less per hour (i.e. 24 - 16.48). There are savvy candidates that know this and want to earn more (i.e. per hour)...not simply work more.

Moving onto the next area for transparency. For a lot of professional (especially technical) roles, there are people with H1Bs and other visas that need a visa transfer or sponsorship. Why not include a statement in the job post that this role does not offer visa transfers or sponsorships? This does not fall under discrimination nor are we required to consider people with visas and hire them with the additional costs involved. The US government clearly would rather we hire someone already authorized to work in the USA. By being transparent about this, the people with H1Bs will see on the job ad that they can not get what they would require in order to work at your company. They would rather not waste their time applying for jobs they would never be considered for because of the visa. Give them a heads-up so they can self-select out.

Another idea, more controversial than the others, would be being transparent about issues with difficult managers (at least in the interviews...maybe not the job post itself). Why try to gloss over or hide this information? Are we afraid applicants would not want to work in that position? What does hiding it get you??Maybe the hire, but all the more likely a quick resignation because the new employee is miserable and did not know what they were getting themselves into.

Instead of concealing this information, it's better to tell the applicants outright about a micromanaging manager (for example) who constantly wants updates and prefers to make all decisions. This way, applicants can decide if they want to work in that kind of environment. While some may not be interested, others may prefer or be OK with the challenge. When you conceal information, it destroys trust and goodwill and ultimately leads to increased turnover. It's better to be honest and find the right fit for the job, rather than hiding the truth and risking unhappy employees. And if you really would rather not tell prospective employees about a difficult manager, maybe just fire and replace the manager first and find a manager that would create a better working environment. This would be better than keeping a bad manager on staff that is destroying your employer brand.

I am a big believer in transparency. We should not be trying to conceal or hide anything from candidates. Every time I have a hiring manager tell me not to disclose something about the job, environment, etc. - it feels like a betrayal to the candidates I am recruiting and I know it will just lead to higher turnover as we hire people who just don't know what they are getting themselves into because we are actively trying to hide it (and I am not allowed to disclose it). If I am asked to do this too often, I would quit the role because I dislike deceiving people. It is not right. I would rather be fully transparent. I, like any good recruiter, want my new hires to be happy in the roles they accepted. We need to keep making progress to become even more transparent than we are now.

What do you think about extending transparency? Do you currently post salary ranges on your job posts? Would you consider adding typical working hours and whether overtime is a regular occurrence? Share your thoughts and feedback by leaving a comment. To see more of my posts and articles, follow me on?LinkedIn?and on?Twitter.

What they didn't say, but could have

Be sure to click the sound button to hear a computer rendering of their voice for the text.

Fun with ChatGPT

Recruiting rap by ChatGPT

Recruiters, they find the talent,

With skills that will enhance and balance,

They scan resumes and interview,

To find the best fit, they'll always pursue.

Chorus:

They're the ones who match the right job,

With the right candidate, they'll never rob,

Of opportunity, they're the link,

To a career path, they'll make you think.

Verse 2:

They're the ones who help you land,

The job of your dreams, they'll take a stand,

They'll negotiate pay and benefits,

To make sure you're happy, they'll make it a priority.

Chorus:

They're the ones who match the right job,

With the right candidate, they'll never rob,

Of opportunity, they're the link,

To a career path, they'll make you think.

Outro:

So when you're looking for a new gig,

Remember the recruiters, they'll help you big,

They'll guide you on your career journey,

And find you a job that's worth the money.

Talent Acquisition Quotes

“Leadership should be focused on extending the ladder of opportunity for everyone.”

~ Justin Trudeau

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