Posted about 12 hours by Jonny Grange
Including salary on a job advert is still one of the most debated decisions employers make when hiring. Many businesses worry it limits flexibility, creates internal questions, or weakens their position during negotiations. At the same time, candidate expectations around transparency have shifted, and job adverts without salary information are increasingly overlooked.
From our experience working with hiring managers, HR teams and senior leaders, salary visibility now plays a direct role in how roles perform. In 2025, candidates expect clarity earlier in the hiring process, and many will not apply if pay information is missing. This change is driven by time pressure, market awareness and a growing demand for fair and open hiring practices.
In this blog, we explain why including salary on your job adverts leads to stronger hiring outcomes. We look at how it affects application quality, candidate trust and time to hire, why some employers still choose not to include it, and how using a clear salary range can offer a practical and balanced approach.
Benefits of including salary in a job advert
Including salary in a job advert changes how candidates respond to your role from the very first glance. It removes guesswork, sets expectations early and helps candidates decide whether the opportunity is right for them before they apply.
From what we see across hiring processes, salary transparency leads to clearer intent on both sides. It reduces wasted effort, improves engagement and creates a more focused application pool. The benefits below are the ones employers notice most quickly.
Attracts genuinely interested candidates
Salary is one of the first details candidates look for when deciding whether to read a job advert properly. In 2025, research shows that between 68% and 85% of job seekers see salary information as the most important part of a job description. When it is missing, many candidates move on without engaging further.
By including salary, you allow candidates to assess fit early. Those who apply already know the role meets their baseline expectations, which means they are applying with purpose rather than curiosity. This leads to more serious interest and fewer applications from candidates who are unlikely to proceed once pay is discussed.
Including salary also reduces early drop-off. Candidates who feel informed from the start are more likely to stay engaged throughout the process, respond promptly and approach interviews with a clearer mindset. This creates a stronger starting point for the rest of the hiring journey.
Improves application quality
When salary is not included in a job advert, many candidates apply without knowing whether the role fits their expectations. This often leads to a wide spread of applications across different seniority levels, with mismatches only becoming clear later in the process.
Including salary helps candidates self-select before they apply. Those who proceed are more likely to be aligned with the level of responsibility, experience and scope of the role. As a result, shortlists tend to be stronger, and hiring managers spend more time reviewing relevant profiles rather than filtering out unsuitable ones.
Higher application quality also improves interview outcomes. Conversations are more focused on skills, delivery and long-term fit, rather than early discussions being dominated by compensation alignment. This creates a more productive experience for both sides.
Increases relevant applications
There is a common assumption that including salary reduces application numbers. In reality, the opposite is true. Studies show that between 74% - 80% of candidates are less likely to apply for roles that do not include salary information.
When salary is clear, candidates who might otherwise skip the advert feel confident applying. This increases overall response while keeping relevance high. Instead of receiving fewer applications, employers often see more applications that actually fit the role.
Clear salary information also improves advert performance across job boards and search results. Candidates searching by salary range are more likely to discover and engage with roles that match their expectations, increasing visibility without increasing noise.
Saves time in the hiring process
Salary misalignment is one of the most common causes of delays in hiring. When expectations are unclear, time is lost reviewing unsuitable CVs, conducting interviews that go nowhere, or restarting searches after late-stage drop-off.
Including salary early removes much of this friction. Hiring managers review fewer irrelevant applications, recruiters spend less time managing expectation gaps, and candidates are clearer on whether the role is viable for them.
This leads to shorter hiring cycles and more confident decision-making. Roles move from advert to offer more smoothly, helping teams fill vacancies faster without compromising quality.
Reduces salary negotiation issues
Negotiations are more difficult when salary expectations are unclear until late in the process. Candidates may feel disappointed if an offer does not match what they assumed, even if the role itself is a good fit.
By stating salary upfront, conversations at the offer stage become more straightforward. Both sides are already aligned on the general level of pay, which allows discussions to focus on experience, progression and overall value rather than resetting expectations.
This approach reduces friction, builds trust and increases offer acceptance rates. Candidates who feel informed and respected are more likely to commit with confidence.
Improves candidate experience
Candidates are increasingly selective about where they invest time. A clear salary shows respect for that time and allows people to make informed decisions before applying.
Even candidates who decide not to apply often leave with a positive impression of the business. Transparency creates a smoother, more professional experience and signals that your hiring process is well thought through.
Over time, this improves how your organisation is perceived in the market. A strong candidate experience supports referrals, repeat applicants and positive word-of-mouth, even among those who were not hired.
Builds employer trust
Salary transparency sends a clear message about how your business operates. Candidates often associate open salary information with fairness, clarity and honesty.
Trust built early in the hiring process tends to carry forward. Candidates who feel informed are more engaged, more communicative and more confident when making decisions.
This trust also impacts your wider employer brand. Transparent job adverts are more likely to be shared, recommended and viewed favourably by passive candidates who are assessing your business from a distance.
Encourages a more diverse talent pool
When salary is unclear, outcomes can be influenced by confidence, negotiation style or previous earnings. This can disadvantage certain groups and discourage applications from candidates who prefer clarity before engaging.
Clear salary information creates a more level starting point. All candidates see the same information and can assess the role on equal terms.
This encourages applications from a broader range of backgrounds and supports fairer access to opportunities without adding complexity to the hiring process.
Keeps roles competitive in the market
In competitive hiring markets, candidates move quickly. Job adverts without salary are often filtered out early, particularly by experienced professionals who know their market value.
Including salary helps your role compete more effectively against others in search results and job boards. It prevents your vacancy being overlooked simply because key information is missing.
Clear salary positioning also supports faster decision-making. Candidates are more likely to prioritise roles where expectations are clear, keeping your vacancy front of mind.
Prepares employers for pay transparency
Expectations around pay transparency continue to increase across the UK and Europe. While legislation varies, candidate behaviour already reflects this shift.
Including salary now allows businesses to adapt gradually rather than react later. It creates space to review pay structures, align roles properly and build confidence in how compensation is communicated.
This proactive approach reduces risk and positions your organisation well as transparency becomes more widely expected.
Why some employers still choose not to include salary
Despite clear evidence that salary transparency improves hiring outcomes, many employers still hesitate to include pay information in job adverts. In most cases, this decision is driven by practical concerns rather than a lack of awareness around candidate expectations.
Below are the most common reasons we hear from hiring managers, HR teams and senior leaders, along with context on how these concerns affect attraction, engagement and speed to hire.
Want flexibility based on experience
Some employers want the option to hire at different levels, depending on the candidate. A role may suit someone more junior at one end of the scale or someone more experienced at the other.
While flexibility is important, not including any salary often creates uncertainty rather than freedom. Candidates may assume the budget is lower than it is and decide not to apply. A clear salary range usually preserves flexibility while still setting realistic expectations from the start.
Concerned about internal pay comparisons
Internal pay alignment is a common concern, especially in growing teams or businesses where roles have evolved over time. Advertising a salary can highlight differences between existing and new positions.
This concern often points to a broader pay structure issue rather than a problem with the job advert itself. Gradual transparency can support more structured and consistent internal conversations, rather than delaying them through avoidance.
Believe it offers negotiating leverage
Some employers feel that withholding salary gives them more control during negotiations. The idea is that discussions can be shaped around a candidate’s current earnings or stated expectations.
In practice, this approach often leads to longer hiring cycles and reduced trust. Candidates increasingly expect openness and may disengage if they feel key information is being withheld until late in the process.
Want to avoid competitor salary benchmarking
There is a concern that competitors will use advertised salaries to benchmark or outbid offers. This is especially common in specialist or competitive markets.
In reality, most competitors already understand market rates. Clear salary positioning can help attract candidates who value the role, team and progression, not just headline pay.
Assume salary attracts money-driven candidates
Some employers worry that listing salaries will attract candidates who care only about pay. This assumption is common but rarely accurate.
Candidates care about many factors, including role scope, development, stability and culture. Salary transparency does not replace these considerations. It simply removes uncertainty so candidates can focus on whether the role suits them overall.
Offer complex compensation packages
For roles that include bonuses, commission, equity or benefits, employers sometimes avoid listing salary because it feels difficult to explain simply.
In these cases, clarity around base salary and earning potential still adds value. Candidates appreciate understanding how compensation is structured, even when total earnings vary by performance or seniority.
Follow long-standing hiring habits
In many organisations, salary has historically been left out of job adverts simply because it always has been. Hiring practices often change slowly, even when candidate behaviour changes quickly.
Revisiting long-standing habits is often one of the easiest ways to improve attraction and engagement without increasing hiring spend.
Top tip: use a clear salary range
If listing a fixed salary feels restrictive, a clear salary range offers a practical middle ground. It provides candidates with the clarity they expect while still allowing flexibility based on experience, skill level and overall fit.
From our experience supporting employers through the hiring process, salary ranges consistently perform better than either a fixed figure or no salary at all. They reduce uncertainty without limiting sensible decision-making later on.
Why a salary range works for both sides
A salary range sets expectations early and removes guesswork for candidates. People can quickly decide whether the role is worth applying for, which reduces drop-off and avoids wasted conversations later in the process.
For employers, ranges create space for informed discussions. You can still assess experience and value properly while being open about budget. This leads to more productive interviews and fewer surprises when it comes to offers.
How wide should a salary range be?
A tight range works best. In most cases, a £5,000 to £10,000 spread is enough to reflect flexibility without creating confusion or mistrust. Wider ranges often feel vague and can weaken confidence in how the role has been scoped.
Clear ranges also signal preparation. They show that the role has been thought through properly and that compensation has been aligned to responsibilities, expectations and market conditions.
Including salary on your job adverts helps attract the right candidates, improves application quality and reduces friction later in the hiring process. It sets expectations early and supports quicker, more confident hiring decisions.
While some employers hesitate, clear salary information consistently leads to stronger engagement and fewer mismatches. A defined salary range offers a practical balance, giving candidates clarity while retaining flexibility.
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