Salary range in a job description: Should you or shouldn't you?

There is a lot of debate about whether or not it is okay to discuss salary in your job description.

Given how essential salary is to an employee's decision to apply, and given how much it influences the offer he or she will accept, this leads directly to hiring managers questioning if they can or should include a salary range in their posting.

The difference between having a range that reflects reality and having no range at all is the difference between having discipline and being irresponsible. If you have a clear idea of what you want to pay, then this is good—but this can be hard to determine, in part because positions are often competitive and firms use different tactics to hire.

So the debate continues about whether or not it is okay to post a salary in your job description.

Most hiring managers have a range in mind that they're willing to contribute to an applicant's salary, so they nail it in their job descriptions but other companies are unsure what the market rate is so would rather not put a range so they don't lose out on potential candidates.

According to the poll, 81% of surveyors believe it's important.

Shruti Bhasin, CRHA of group Solertia wrote, "Starting salaries for higher positions could make sense. For professional positions it’s a must. Candidates have to talk the talk and walk the walk to get the higher end of the spectrum."

Jean-Frederick Lalonde of O.C Tanner said "I think its important to set the tone with a salary range. For example, sales positions (account manager, account exec, territory manager, etc.) often have such a large scale of varying salaries, so knowing what the salary range ensures no one is wasting time."

A recent Apps Developer was hired with one year of experience at 95k had there been a job description, it could have increased the amount of applicants that aren't relevant yet on the other side by posting a salary range in the description is an easy way to filter out those people who have given up their dreams for those who are still looking for work.

While 7% of respondents thought it really didn't matter.

As Chief Jerky officer indicated "I think it depends on the position offered, receptionist vs chief whatever officer" Alexander Halasz

So instead of using a salary range in your job description and scaring away great candidates, try using a salary range in your job description and scare away the bad ones. As Jonathan Buzelan of Recruiter Labs put it, Be transparent. Salary is the big elephant in the room. Imagine an interview process where everyone in the room is focused on what the future holds, rather than what it will costs.

?So nothing comes without a cost but majority will apply if a range is stated so weigh is the pros and cons of including a salary range to your job description.

Do you want to set a bar that is high enough to attract talent, but low enough for your income expectations? Is it worth the risk of potentially losing prospects if they don't fit the range, or do you stand firm on your salary requirements? There are no quick and easy solutions here, but the majority of candidates would like to see the salary before they apply.

Jessica Glazer founder and president of MindHR, a recruiting, career coaching and resume writing agency. Jessica is also a motivational speaker and appears regularly on various news and radio stations speaking about employment related issues. She was the television host of Videotron MaTV Starline, micro-documentary series about local businesses as a multi-generational and multi-ethnic urban exploration of Montreal's entrepreneurs and job market