In your opinion, is it better to post a job listing that specifies a salary, or is it better not to mention anything about compensation? Although it’s not the only factor in successfully recruiting new talent, salary information is still important to most candidates. But what are the main advantages and drawbacks of this practice for companies? Here are some insights.

Is it mandatory to include the salary in a job posting?

Currently, there is no law requiring French companies to include salary information in their job postings. In fact, recruiters are allowed to include only a general statement such as “salary based on qualifications” or “competitive salary,” for example, without specifying the actual salary. It is also entirely possible that no details regarding the compensation policy will be included in the job posting.

However, it’s worth noting that some recruitment platforms now require companies to post job listings with the salary specified—or at least to indicate a salary range. This is particularly true of the well-known job search engine Indeed, where it was found that only 20% of job postings by companies included salary information. The professional social network LinkedIn, on the other hand, allows users to estimate the salary for a job posting—even if no specific amount is listed—by comparing it with similar positions.

Job Posting with Salary Listed: 4 Benefits

Benefit #1: Demonstrating transparency

Posting a job listing that includes the salary helps put candidates at ease, as they may associate this with a well-organized hiring policy and a corporate culture that values honesty. It is therefore a significant advantage for showcasing your employer brand. In fact, according to a recent study by Talent.com, a company’s salary transparency influences the desire to work there for more than 70% of those surveyed.

Benefit #2: Sparking curiosity through financial incentives

It seems clear that posting a job listing with a competitive salary will most likely attract more candidates than if no compensation details are mentioned. As a result, your listing should perform well in terms of clicks and the number of applications received. This can therefore be a solution to the talent shortage faced by certain industries. Furthermore, listing the salary in a job posting—along with any associated bonuses and benefits—is also a way to set yourself apart from the competition.

Benefit #3: Save time

By posting a job listing that specifies the salary, you can save time during the hiring process. This helps filter applications by immediately screening out candidates whose salary expectations may be too high, or those who feel their skills are not a good enough match for the offered compensation. Furthermore, this streamlines the job interview process, since the candidates who are invited have already been informed of the salary, which demonstrates their interest in the position. Additionally, a clear and precise job posting makes the potential salary negotiation process easier.

Benefit #4: Ensuring Equal Treatment

If you decide to include the salary in your job posting, you’re showing all candidates that they’ll be on equal footing throughout the hiring process. This helps prevent discrimination in hiring based on gender, background, or any other similar criteria. It also ensures a fair compensation policy and builds candidates’ trust in the company. Finally, listing the salary in a job posting is a way to demonstrate that your pay scale has been established in a consistent and thoughtful manner.

Why do employers still find it difficult to post job listings that include the salary?

It is important to realize that in France, the topic of money remains a taboo. In fact, even within a company, it can be tricky to discuss one’s salary with colleagues without sparking jealousy or misunderstanding. This is even more likely to happen if the salary of a newly hired employee is higher than that of a long-time employee.

Furthermore, implementing a transparent compensation policy can become risky in the face of competitors offering more attractive compensation packages.

As you can see, specifying a precise salary in a job posting is not an easy task for employers. On the other hand, it’s simpler when recruiting a work-study student, for example, since the pay scale is regulated and known to everyone.

Finally, not all recruiters post job listings with a specified salary, as many prefer to address this issue during the job interview. In a face-to-face setting, they can more easily discuss salary with the candidate, tailoring their offer to the candidate’s profile, experience, and skills.

Key Takeaways on Job Postings That List a Salary

In short, as an employer, you are fully within your rights to post a job listing without specifying a salary, except on certain platforms dedicated to recruitment. However, you should expect your posting to attract fewer applicants than those that clearly state the compensation.

There are many reasons why you might want to post a job listing that includes a salary:

• Candidates do not have to wait until the end of the hiring process to find out the salary range and therefore know what to expect;
• Qualified individuals who are currently employed may be interested in your attractive job opening;
• A competitive salary listed in a job posting—whether gross or net—is a real asset when recruiting for positions in high-demand fields;
• Recruiters save a tremendous amount of time because this allows them to screen candidates and invite only those whose salary expectations align with the company's to an interview;
• This allows you to highlight your employer brand as well as your transparency policy.

While posting a job listing that includes the salary seems to be an important factor in recruiting qualified candidates, standing out from the competition is just as important. That’s why Bonanza helps you launch an effective and creative recruitment campaign on social media. Want to learn more? Feel free to contact us!