With the debate around compulsory salary disclosure, we’ve been giving this some thought.
On the face of it, salary transparency makes perfect sense. Candidates know what to expect, employers are upfront about their budgets, and recruiters can have more informed conversations. But is it quite that straightforward?
We can see both sides. Three, actually.
The employer’s perspective
There are several reasons why businesses might prefer not to advertise salaries.
Internal pay structures, commercial sensitivities and the flexibility to offer more for exceptional talent all come into play. And what happens when an existing employee discovers that a new colleague could be earning more than them?
Should employers have to review existing salaries before advertising new vacancies? And could publishing salaries create challenges that go beyond recruitment?
The candidate’s perspective
Why spend time applying for a job without knowing whether the salary meets your expectations?
It’s a fair question.
Salary transparency could save candidates considerable time and help them make more informed decisions. But could an advertised salary range also discourage someone from applying for a role they’d otherwise be perfect for?
The recruiter’s perspective
We know what a client has budgeted, but we also know the right candidate can change that budget. Imagine advertising a role at £70k–£80k. An exceptional candidate earning £85k scrolls straight past, yet the employer might happily have paid £95k for their experience.
Without that initial conversation, neither party discovers what’s possible.
And in specialist recruitment, where the right combination of skills, experience and security clearance can be difficult to find, those conversations really matter.
So, where does that leave us?
We’re all for transparency. Candidates should know what they’re getting into, and employers should be realistic about what they’re prepared to pay. But recruitment isn’t always as simple as matching a salary to a job description.
Sometimes a conversation changes everything.
Could compulsory salary disclosure make recruitment fairer and more efficient? Absolutely.
Could it also unintentionally close a few doors rather than open them? Possibly.
So, we’d love to hear your thoughts. Should salaries be advertised on every vacancy, or should employers retain some flexibility, and is there a middle ground that works for employers, candidates and recruiters alike?
