BBC: Firms told to publish salaries in job adverts ahead of new law

Have to agree with this. Hate when you apply for a job take a day off for the interview ( being a contractor meaning no pay for the day) then get to the interview and they low ball you or state this is their range.....if they advertised that I wouldn't have wasted my day and lost pay.
 
Zarnicate said:
Have to agree with this. Hate when you apply for a job take a day off for the interview ( being a contractor meaning no pay for the day) then get to the interview and they low ball you or state this is their range.....if they advertised that I wouldn't have wasted my day and lost pay.
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The recruiter should be able to tell you beforehand
 
rpm

Thread 'Salaries in job posts'

Please note that salaries are not a requirement for job posts on MyBroadband. Many salaries are highly dependent on experience and skills, and salary levels are not set. It would therefore be unfair to expect companies to post salaries when it will give a false representation of the position.
  • Haha

Got a few of the returds on ignore
 
Meh. For professionals they’re just going to make more firms switch to a base + bonus structure. This will just make it easier for exploitative companies to be more exploitative.
 
cguy said:
Meh. For professionals they’re just going to make more firms switch to a base + bonus structure. This will just make it easier for exploitative companies to be more exploitative.
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Agreed. I believe that salary ranges should be published wherever possible, however sometimes it's extremely nuanced and just not feasible. What will probably happen is that fewer vacancies will be advertised and there will be an upswing in direct searches.
 
This is good news. My wife will be in the job market again next year potentially and not having to guess the salary will be a real time saver.
 
vigras rojara said:
Agreed. I believe that salary ranges should be published wherever possible, however sometimes it's extremely nuanced and just not feasible. What will probably happen is that fewer vacancies will be advertised and there will be an upswing in direct searches.
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Can you give an example of a nuanced case where it would be appropriate?

My view is that those situations shouldn't be justification for effing over the other 99% of non-nuanced jobs where this tactic is purely for exploitative and extractive reasons. Remember this applies to all jobs in all industries not just the ones in yours.

But I'd genuinely like to hear more and learn.
 
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AlmightyBender said:
Can you give an example of a nuanced case where it would be appropriate?

My view is that those situations shouldn't be justification for effing over the other 99% of non-nuanced jobs where this tactic is purely for exploitative and extractive reasons. Remember this applies to all jobs in all industries not just the ones in yours.

But I'd genuinely like to hear more and learn.
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Sure. The scenario I had in mind applies mainly to enterprise type businesses with strictly applied salary bandings. It frequently happens that a hiring manager needs to hire certain skills, but based on who is out there they could hire at a fairly junior or more senior level - depending on the existing team structure amd abilities, and where the new hire eventually fits in.

So the salary range could end up being anywhere between say £45K pa and £75K pa. Of course it could be advertised as such, but the type of person one would be able to attract and hire at those two price points is vastly different.

Although I'm very much in favour of salary ranges being advertised, there are many other issues that waste applicants' time even more, in my humble opinion. Job ads are often not removed once the job has been filled, or advertised before the internal application process has been handled. Or old and not very accurate job descriptions are used due to laziness amongst the hiring cohort or bad organisation generally, so the ad bears little relevance to the actual job.

And then there are the dreadful application processes. Using Applicant Tracking Systems like Workday for example, wastes a huge amount of applicant time by requiring much duplication in the process.

So salary ranges are one factor, but not the greatest factor in the whole candidate mess-around.

And don't get me started on AI usage in the process. Another "time saver" that does the opposite. Yuck.
 
Johnatan56 said:
Could offer that as three separate positions and only fill the one.

And still fine to have edge cases like this, helps most people.
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It's not 3 separate positions, it's a continuum from practically £250 to up to £2m or so at the high end. But that's not the point - the range can be arbitrarily wide, so this whole thing is just lip service. Companies that don't want to publish their ranges, will either make them wide enough to be meaningless, pay larger chunks of compensation as "bonus", or as @vigras rojara noted, move more to direct searches, which will help people already connected a lot more than than those who are (apparently) desperate enough to apply to the jobs without ranges.

I mean if you think about it... if not publishing ranges is such a sucky thing to do, then if companies are forced to provide ranges, prospective employees will no longer be able to tell the sucky companies from the good ones.
 
cguy said:
It's not 3 separate positions, it's a continuum from practically £250 to up to £2m or so at the high end. But that's not the point - the range can be arbitrarily wide, so this whole thing is just lip service. Companies that don't want to publish their ranges, will either make them wide enough to be meaningless, pay larger chunks of compensation as "bonus", or as @vigras rojara noted, move more to direct searches, which will help people already connected a lot more than than those who are (apparently) desperate enough to apply to the jobs without ranges.

I mean if you think about it... if not publishing ranges is such a sucky thing to do, then if companies are forced to provide ranges, prospective employees will no longer be able to tell the sucky companies from the good ones.
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Is there an issue if it's arbitrarily wide for the most upper end specialized positions? There's also nothing stopping companies from paying above the band, just what the norm is. If you can objectively justify why that person should get above the band, it's legal.

There is also the good faith standard, if found that it's not a reasonable band, it will lead to issues , don't think this applies here as again, can say x reason they should be paid more.

Arguing that it tells good from bad is a meh argument, you're making the bad ones be better. Most companies are just average, pushing the average up is good.
 
Johnatan56 said:
Is there an issue if it's arbitrarily wide for the most upper end specialized positions?
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This isn't just "upper end specialized positions" the ranges and/or structure will simply change to become meaningless for any position employers didn't want visible compensation for, for whatever reason.

Johnatan56 said:
There's also nothing stopping companies from paying above the band, just what the norm is. If you can objectively justify why that person should get above the band, it's legal.
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If the employees expectations are above the band, then they won't apply in the first place.

Johnatan56 said:
Arguing that it tells good from bad is a meh argument, you're making the bad ones be better. Most companies are just average, pushing the average up is good.
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I doubt that forcing companies to put on bands makes them better companies. Personally, I don't think that a lack of ranges on adverts necessarily makes a company exploitative. If a person, however, did think that, then all that this legislation does is make it harder for them to tell the difference.
 
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