Why posting salary should be required...

67 Comments

1. AnonymousMay 26,2022 at 10:18PM UTC

   You could have had the same issue if they did post a salary range but they still chose not to give u what you felt you deserved. Just see it as their loss and move on.

2. AnonymousMay 27,2022 at 1:51AM UTC

   Recruiters and hiring managers will also completely lie about existing salaries.

   Employers with tons of cash from Covid benefiting sectors are still pretending they had losses. And did you see what went down with Kaiser’s CA nurses union when the company said it was dropping starting salaries?

   Many city and states already require or require adoption by 2023:
   -Posting of the full salary range with job posting;
   -Giving an interested applicant the range if they request it;
   -Giving candidates requested to interview the range if they request it;
   -Giving the candidate the range if requested because an offer was made

   The salary range has very real meanings for companies with 50+ employees

   Also, between the NLRB, EEOC, and other DOL units, they are having big discussions about requiring all public, private, and non-profit employers under their management to post vacancies with the wage range. This in part helps those inadequate federal agencies who often have to consider local and regional misconduct by lawyers and the judiciary scuttle privately brought EEOC cases, to then create this added pathway to pay equity that moves the needle. It’s pretty phony lack of equitable change in employment equality stats in a place purportedly with a bill of rights and civil rights.

3. Aurora MeyerMay 27,2022 at 10:08PM UTC

   I absolutely agree!

4. AnonymousMay 31,2022 at 12:20PM UTC

   I couldn't agree more! If you're doing it right, and I think I am, great deal of time and effort goes into applying for a position. You have to research the company, sometimes the position, check out your connections on LinkedIn and possibly reach out, write the perfect cover letter and tweak your résumé. Then, if you're lucky enough, there's the phone interviews and the in person interviews. All the while knowing that the job description is one that merits the salary that you require, only to find out that the salary is half of what you need to exist. This has happened several times. I have found that you can literally find two nearly identical job descriptions, with the same title, one pays $15-$17 an hour and the other $75K to $90K a year. It's also amazing that people think that they can pay someone $15-$17 an hour who is qualified to earn nearly $100,000 a year.

5. Maggie StoneMay 31,2022 at 12:21PM UTC

   You make a really excellent point. Companies can be tight lipped because they are hoping to eliminate candidates or get someone to be willing to work cheaply. But that does waste people’s time. It’s in everyone’s best interest to be transparent.

6. C ArmieriMay 31,2022 at 12:29PM UTC

   I've used Glassdoor.com to check for the salaries of particular positions.
   Sometimes it helps.

7. AnonymousJune 2,2022 at 6:05PM UTC

   Unfortunately, those are not always accurate. My company does not post salaries and yet they magically appear on Glassdoor and Indeed.

8. KelleyMay 31,2022 at 12:34PM UTC

   I agree that salaries should be shared to avoid wasting people’s time. If only this were a more common practice.

9. AnonymousMay 31,2022 at 12:39PM UTC

   I find it interesting, those states that do post salaries have a more clearly defined job title that is really an industry standard. Beware of Companies with more generic job titles or unique job titles. Those are the ones who usually do not post salaries or have lower salaries. We recently acquired a company in one of those states. It was very interesting to see one of their jobs posted on our internal job board for an "IT Analyst" ( I can't remember the exact title but it did have the word Analyst) with a salary range that was far above what we call "System Specific IT Managers" doing the same work. The posting was removed rather quickly. Companies like secrecy around salaries and they want to create job titles that aren't easily comparable in the market place.

10. AnonymousMay 31,2022 at 12:40PM UTC

    Yes typically I ask for a $ range and benefits once the initial recruiter contacts me.
    If the number is too low or their vacation policy is ridiculous I just move on. I also work in IT and I found that the same role in an IT company vs a financial services company etc supporting the same systems pays way differently too which I found from my experience, so different industries will pay you severely differently for the same role.

11. Barbara WhiteMay 31,2022 at 12:42PM UTC

    I agree as well! Many years ago I applied for what was (at least as far as the job itself) my dream job at a small college. They called me back quickly, interviewed me, and said "We would love to hire you, but I don't think we can afford you". Had the salary range been available (this is in the days before the internet so salaries weren't as easily checked), I would have known that the money was not going to be enough to justify a move.

12. JC LindquistMay 31,2022 at 12:43PM UTC

    Companies are still trying too hard to hire people for least amount of money they can. Companies that are open about their salaries are rewarded for their transparency in the hiring process but also in employee retention. It all comes out eventually so it’s senseless to keep acting as though it is a big secret to be revealed.

13. Allison BranenMay 31,2022 at 12:46PM UTC

    I agree! I also find it frustrating when I’m asked my preferred salary. When I’m speaking with the recruiter or hiring manager, I ask them what’s budgeted for the position. It’s often asked on online applications too (and is mandatory), so a higher salary likely rules out some candidates.

14. AnonymousMay 31,2022 at 12:55PM UTC

    Completely agree. I am at the point where I do not apply to a position unless a range is in the posting and my required salary is in that range.

15. AnonymousMay 31,2022 at 12:56PM UTC

    They don't post them because they may be willing to pay a new hire more than or equivalent to an existing employee with more experience because the market demands it.
    But, they think they can avoid paying their current employees more. If a current employee sees the pay range for a new hire, it usually goes poorly. My first employer posted salaries in job listing until this happened. They were offering new hires a lot more. When word got out, they had to bump the salaries of several current employees. They pulled salaries from listings. Always looking out for themselves. They'd rather waste everyone's time than fairly compensate.

16. Joanna PoeMay 31,2022 at 1:48PM UTC

    This is, sadly, often the case. We were floored when my husband's company went on a hiring binge and couldn't land people at the rates they were paying existing employees, so they gave everyone raises to put their salaries in line with what new hires were expecting. Floored. Never seen that before in 40 years of combined experience. We decided they were 'a keeper.'

17. AnonymousMay 31,2022 at 1:04PM UTC

    Many also don't do this because then they would have to write specific job descriptions and titles to justify why this person makes more than that person. When it's often not even based on skill/experience. It's the decision is the hiring manager, how much that hiring manager wants that person and how well that person negotiated.

18. Kristy BusijaMay 31,2022 at 1:42PM UTC

    This is certainly a topic of conversation, as of late. And states are starting to take action and require that employers post the salary range in postings. As more states come on board, there will be more transparency for job seekers.

19. AnonymousMay 31,2022 at 1:43PM UTC

    In my experience, most recruiters are a waste of time. I won’t go meet them unless they’re going to send me on an interview. They have quotas to fill. Also, you’ll find a position that will pay what you’re worth. Recruiters get a bigger cut if you’re paid less.

20. Coach Nancie Kay ShumanMay 31,2022 at 1:54PM UTC

    I have worked with a couple of decent ones. But it is about creating a relationship, like anything else. And like anything else, there are good ones and bad ones and those who simply want to earn a paycheck. If they do good along the way then so be it.

21. Lisa MarieMay 31,2022 at 2:33PM UTC

    Hello Anonymous who has experienced imperfect recruiter encounters:

    I'm sorry, but I don't believe you understood how recruiters are paid. I'm also sorry not knowing how the process with recruiters work, could be preventing you from allowing/working with recruiters to finding your next best opportunity.

    Here's what I know about recruiters:

    1. While some do practice the "stock my candidate pool" lure, most do not.

    2. Recruiters are either paid a salary or a set commission for finding candidates to fill positions.

    3. **Your salary is not affected by having a recruiter involved in the process.**

    4. You won't know if you'll be presented to their client UNLESS you speak with them first. Recruiters have a list of criteria candidates need to meet before being presented to their client. They find out if you meet the criteria *only* when you speak/meet with them first.

    4. Most/many upper management and executive level jobs are sourced/filled by top-notch recruiters. When you are "head hunted" you are at that level.

22. AnonymousMay 31,2022 at 11:26PM UTC

    Busy recruiter had all that time to post that pedantic response only proves my point.

23. Lisa MarieJune 2,2022 at 1:43AM UTC

    Again Anonymous, you are mistaken. I am not a recruiter, nor pedantic.

    Perhaps you are only in touch with mediocre recruiters, hence the view you have. Mediocrity is magnetic.

    One other point... candidates don't ever have to pay reputable recruiters. The company who hires the recruiter pays an established fee, which again, does not impact the salary of the candidate.

    Perhaps one shouldn't make comments on conversation topics in which they are clearly unlearned.

24. AnonymousJune 3,2022 at 7:18PM UTC

    Recruiters (love them or hate them) can get you in the door at a lot of companies that you can't get into on your own. The company I work for wouldn't look at a resume/candidate that the recruiter hadn't already vetted first. It is a good company, but they pay the recruiter for a service and they wanted her to do the footwork. It is a good company to work for, and people who refuse recruiters would never even get an opportunity. When I am ready to leave, I'll call her and have a discussion that is "I'm open to new opportunities, this is what I am looking for in a company/role/salary, keep me in mind when it comes up." She may not have something that day, but I'd be confident that she'd call me when she got a posting for something that fit.

    It isn't to say I haven't worked with lousy recruiters willing to place me in ANY job out there just to get the fee, but it is on me to recognize that. In all those cases though, it was companies I couldn't have gotten into on my own even if I chose not to take that position.

25. rosalyn minassianMay 31,2022 at 1:45PM UTC

    Listen up folks, if there’s no salary, my first impression is this company has something to hide!

    We have the power to stop it! Imagine if everyone just stops applying to such posts nationwide!

    Furthermore, I’m reading comments such as I applied to the perfect job for me and was rejected.

    There is NO PERFECT Job!

    Market your skills , what you can bring to the company. If you have tons of experience do the math, salary comes first, TITLE are nonsense. Onward

26. Nick KossovanMay 31,2022 at 1:49PM UTC

    RE: "My conclusion (to myself only of course) is that their employees are underpaid.NOBODY is underpaid or exploited."

    EVERY EMPLOYEE is paid what they are willing to accept, and since all work is voluntary (you can leave at any time) nobody is exploited.

    It's time employees took full responsibility for their decision to stay with an employer at the salary they're being paid and the workload they're being given.

    As for posting salary... as long as there's applicants who apply to job postings without any salary mentioned then employers have no incentive to post salary. Again, people aren't taking responsibility for their actions, which in this (applying to job without mention of salary) is enabling employers.

27. Coach Nancie Kay ShumanMay 31,2022 at 1:53PM UTC

    When I had a couple of HR people and the CEO of a small company tell me that I needed to take a pay cut because I was asking too much (I had just left a job which paid up to $20K more than any were being offered,) I knew that I would never apply for a job where the salary wasn't mentioned in the ad. Let's not waste on another time.

28. Lisa MarieMay 31,2022 at 2:19PM UTC

    Exactly!

    The excuse employers use to not post salary "unqualified people will apply because they see a high salary" is just that. An excuse. That is the point where the recruiter or hiring manager actually gets to really do their job - and reject unqualified applicants. There is also the issue of existing employees who are being paid less than what the current posting will have listed - which is a whole other can of worms!

    I will not apply for a job if the highest point of the range is well below what I need.

    Nothing is more annoying than talking with someone (verbally going over your experience history - even though it is all clearly listed on your resume [another waste of time!]), and answering other questions, only to get to the point where it is pertinent to ask about the salary range, and here they either "don't know" or they tell you some "peanuts" number.

    All the time wasting at various stages of the hiring is ridiculous.

29. Melissa VerdoniMay 31,2022 at 2:31PM UTC

    yeah the requirements are clearly expressed in the application process, if someone does send a CV for shits ang giggles, you just toss takes two secs. its just that, an excuse, u actually save time

30. Thalia MoshosMay 31,2022 at 7:18PM UTC

    I had a recruiter waste my time 2 years ago. She called me because she liked my resume, went over it and said she had a potential job for me. I agreed to meet with her during my lunch hour the next day. All she did was go over my resume and asked what I'm looking for ???. I was pissed off that she wasted my time. Why do recruiters do this?

31. RiaMay 31,2022 at 2:35PM UTC

    Wish I could have likee your post 100x

32. MichelleMay 31,2022 at 2:41PM UTC

    That's one of the first questions I will ask if a recruiter emails me telling me that they want to set up a phone interview, if the salary isn't posted.

    I ask them what the hours are and if they're flexible, I ask them what the salary range is and if they try to turn it around onto me, I tell them that I'm negotiable, depending on what their range is and if it falls within my range, I move forward with my questions.I also ask them what their pay schedule is. You'd be surprise on how some places pay. I can't work for a place that pays semi-monthly or monthly. Bi-weekly can even be a struggle if you're not getting paid enough. If they say that they don't know what the pay range is, that's rubbish. I'm not wasting my time on surprises.

    I did have a women tell me that they were starting out at $15/hr! I was stunned and told her that, that was way below my pay scale and that, someone just out of HS might be better to fill the roll, but not someone with over 15yrs experience and she said that she had JUST gotten the CFO to approve the $15/hr and that it was much lower than that before.
    I've come to notice that MOST employers WANT you to have ALL KINDS of EXPERIENCE and a DEGREE, BUT they DON'T WANT TO HAVE TO PAY FOR IT.
    Most WANT SOMETHING FOR NOTHING.

33. KaleyMay 31,2022 at 2:51PM UTC

    Great advice!

34. AnonymousMay 31,2022 at 2:58PM UTC

    I'm convinced that most recruiters don't know what they're doing.

35. Katharine GomezMay 31,2022 at 8:23PM UTC

    As a recruiter, I'm convinced most people have no idea what goes in to recruiting. As with any field, some are good at the job and some aren't.

36. EMILY KIKUE FRANKMay 31,2022 at 3:02PM UTC

    Agreed. Many years ago, I worked at a place that had a rule about never posting salaries. As you can guess, this was because they were so low. We were looking for a high-level decision-maker and had 2 searches fail because we didn't post the salary and we wasted the time of a lot of people and had to rewrite the job posting entirely. So frustrating!

37. Antonia CalzettiMay 31,2022 at 3:07PM UTC

    As a potential candidate for a position,, you should feel comfortable asking the recruiter / search consultant for the salary range.
    It will save your time and theirs. If they don't reply or give you a non-answer, you will either determine it's not the search firm you want to be working with on opportunities or you take the call and use it as a networking opportunity for other opportunities they may have down the road. Outside of a slim few, I have yet to work with an search firm that had my interest at heart. They receive commission on placement and some do not want to do the heavy lifting with candidates. They want the candidate who fits the blue hair, blue nails mold.

    Though there are multiple things that go into compensation it is indeed a waste of everyone's time if you're not even in the ballpark. Always know your range (and that range can change) pending positions / locations). Never settle for less than you are worth.

38. Brandy BeauchampMay 31,2022 at 3:35PM UTC

    So so true!! Definitely frustrating!

39. Angee LinseyMay 31,2022 at 3:43PM UTC

    As a long-time recruiter, I agree that the salary conversation is important to have early (and often). There is a down side to posting the compensation though. Too many people then make a decision on ONE data point. When you are being intentional in your career, you want to learn more about the role and the company. Is it really a complete waste of time to get on that recruiter's radar? Because I am a recruiter for a specific function (marketing and communications), the conversations I have with candidates spans BEYOND the one role I reached out to them about. I have on many occasions learned that the person was more senior (or more junior) and was able to steer them to a better, more appropriate role I was working on. I've also been able to inform the hiring team that the quality candidates I have met required higher compensation than the original scope of the role. This has led --again, on more than one occasion -- to revising the scope of the position to be able to bring in that higher level candidate. So I stick to my belief that compensation is important to talk about in the first conversation. Not the first sentence (or first question when going back and forth on email). If the recruiter is at a company you want to work at someday -- build the relationship with the recruiter AND have an honest conversation about compensation. If they are a third party recruiter who specializes in your function or industry -- again, it's worth your time to have a conversation about your background and career goals so that if this isn't the right role or right comp -- they will call you when it is. At least that's how I work.

40. Nick KossovanJune 1,2022 at 2:59PM UTC

    RE: "There is a down side to posting the compensation though. Too many people then make a decision on ONE data point. "

    Last time I check that 'ONE data point' is the reason people work. To not list salary so people apply and then you try to sell the candidates on your free coffee, casual Fridays, once a year BBQ and bring your pet to work day, is manipulative.

    People don't care about all your "perks." Your perks don't pay the bills and the rent.

    Be upfront and list the salary!

    This way those you apply know what the salary is and won't be wasting their time listening to your sales pitch only to find out the salary you're offering doesn't meet their expectations, which means you wasted your time and the job seeker's.

41. AnonymousJuly 22,2022 at 2:29PM UTC

    you are dealing with grown adults. If they want to choose their career path in a single point that is their choice. Attempting to manipulate people into a path you deem appropriate is pretty audacious.

    It sounds like you like to use misalignment in this area as a marketing opportunity for your recruiting business to get in front of more potential candidates that could fit other roles.

    If a person wants to talk to a recruiter about their career, that’s their prerogative and they will be able to figure out how to find one.

    Any candidate will cross paths with multiple recruiters during a search period. What happens when each one of them decides to crown themselves a career coach on the candidates behalf?

    offer a service if you think it is valuable, people will seek it themselves if they agree. In the meantime, please just post the salary range up front.

42. MichelleJuly 22,2022 at 6:40PM UTC

    Always keen to tout the intangible benefits of a job except the most important one- pay! Relationships?!?

43. GirlBossanova934974May 31,2022 at 3:46PM UTC

    I don't see the need for all the angst here.
    There is not that much being wasted here. You apply for a position. You talk to the internal HR person or outside recruiter. You tell them up front your salary requirement RANGE. If your range is close to their range, you continue the process. If not, everybody walks away and goes on to the next thing for the day. There is no need for recruiters to make snide comments about the applicant not being worth being paid XYZ. There is no need for umbrage from the applicant if the job pays far less than they thought it would be paid. There are PLENTY of other companies looking to hire! The simple fact is that we are seeing a huge changing of the guard in corporate America. The Baby Boomers are retiring in large numbers leaving lots of empty jobs. Gas prices are not going to affect that. Snide recruiters are not going to affect that. If one is smart, one is at the front door when so and so kicks off to their retirement party!!

44. Coach Nancie Kay ShumanJune 4,2022 at 6:09PM UTC

    I had a recruiter who I was upfront about my salary range keep coming back to me with jobs that paid significantly less than my bottom. “People just don’t pay what you want!!!” No, the clients you are attracting are cheap. And I am prime goods. Next.

45. Coach Nancie Kay ShumanJune 4,2022 at 6:18PM UTC

    Also, if I had been willing to take a significant salary cut - anywhere from 25 - 35% annually - I could have had a different job every week for a year. Go back to people being defensive about how much they are offering vs what they want. I have seen EA to President positions advertised asking for 10 years experience,, 3 in a C suite, a college degree (sometimes a Masters) experience in either Legal or Accounting, and the offer was $40K. For the CEO of a company with 100 employees and a $100M+ annual revenue. Doesn't take much to figure the math on that one.

46. AnonymousJuly 22,2022 at 2:20PM UTC

    Gross, block that recruiter. I can’t imagine the audacity of trying to convince someone they are worth less

47. AnonymousJuly 22,2022 at 2:18PM UTC

    If my recruiter makes me review resumes for people who will never work for the salary our organization can offer that’s a HUGE waste… my whole team read that resume. We stopped our work and talked to each other about the candidates qualities and how they stacked against our needs and other candidates.

    not only did we waste that time, but when we hand the recruiter back our list of top candidates we want to meet, that one is automatically not happening…. Cool, we will meet our other top candidates & circle back to the pile if none of those work out… but that right there… that’s the the point where you should notice someone else lost an opportunity.

    No job seeker deserves to waste their time either.

    Just post the damn range up front. No excuses. Unnecessary waste is well… unnecessary

48. Brigette WildsMay 31,2022 at 4:15PM UTC

    I agree.
    The same thing has happened to me. And while I bring up my salary range during the first call with the recruiter, I think the general guidance is not to start talking about money too early in the process. I do it anyway to not waste everyone’s time.

49. Quinn KorreckMay 31,2022 at 6:09PM UTC

    I'm applying for jobs right now and maybe 10% of them list a salary. The old way of doing things is to be so hush hush about money but honestly what are we out here for if not to make money to live? It should be one of the primary things discussed.

50. Thalia MoshosMay 31,2022 at 6:51PM UTC

    But nO oNe wAnTs tO wOrK aNyMoRe

51. AnonymousMay 31,2022 at 11:19PM UTC

    Why should we? We’re underpaid, under appreciated. Offices are full of snitches and backstabbers. Ass kissing is rewarded over hard work and honesty.

52. AnonymousMay 31,2022 at 7:12PM UTC

    I am a Recruiter and I can't share things my company won't allow me to, so it's not that we don't know what we are doing, but that our hands are tied by people above us. If you don't apply and allow me to review your application and experience, I cannot discuss a pay range with you. If you ask me, I will tell you what the company I work for will offer after you apply. So, it's not a waste of time applying, you can always learn something from each experience you have in life, or should anyway. If you are that put off by the business practices that you find when applying, then why would you want to work there? Just find another job to apply for and move on.

53. Katherine "Kate" ParramoreMay 31,2022 at 10:24PM UTC

    1st thing: Applying for positions is a waste of time; the ATS will weed most people out. However when recruiters contact me, I generally have to come back at them with a punch list of requests that look like this:

    - a full PD

    - client name ( or at least a vertical)

    - contract structure

    - contract term | extensions | conversion

    - Hourly rate or salary range. My rates vary a bit based on the contract structure i.e. W-2 with benefits, without benefits, 1099, B2B, C2C etc.

    When I get everything I'm looking for, then I know if I can move forward -- makes everyone's life easier.

    Here's a recent response that I got (client name removed)

    Kate,

    Thank you for your response!

    - a full PD - See attached

    - client name - (REMOVED)

    - contract structure - 12 months +

    - Hourly rate or salary range. My rates vary a bit based on the contract structure i.e. W-2 with benefits, without benefits, 1099, B2B, C2C etc. -

    C2C/1099 - $108, W-2 - $95/hr, W-2 with benefits - $91/hr

    Let me know what you think!

    *******************************************

    So this is how it goes in my world; I realize not everyone is in a position to have the direct give and take, but if I don't get the info I'm asking for I basically don't move forward with the conversation.

    HOWEVER, the time you invest in your RELATIONSHIPS (I haven't "applied" for a job since I don't know when) THAT is what pays off. And believe me, I'm no one's idea of a superstar networker (although apparently everyone THINKS I am - LOL!)

    CASE IN POINT: I just inked a deal that was 10k ABOVE what the original position was slated to pay -- and the recruiter (someone I've known for a long time; like 13-14 years or more) had actually reached out to me to NETWORK hoping I could refer him to someone that would match up. Along the way he came up with ANOTHER slot; but still though it was "below my pay grade" but I was interested and pursued it.

    1 recruiter, 1 Project Manager, 1 SVP Operations and the COO later, I had a new contract. Time to turn? After the initial contact there was a little lag as the recruiter was chasing other things -- but when the process started it was Friday interview (1), Monday interviews (2) and offer Monday afternoon. Not my fastest ever (a major "name" consultancy did that in sub-four hours) but it was close :^)

    Anyway, even though I concur with putting ranges out there, I'm sort of a walking example of just flowing with the process. Not everything is a waste of time, and payoffs happen where/when you least expect them :^)

54. AnonymousMay 31,2022 at 11:25PM UTC

    Just a note, our ATS system does not "weed" anyone out, it is done by a human reviewing your application or resume to see if you meet the min quals for a role, then it's usually a phone call to see what you are actually looking for in a career.

55. Katherine "Kate" ParramoreMay 31,2022 at 11:37PM UTC

    That's interesting, as most HR folks will frankly admit to ATS de selecting people who otherwise would be perfectly fine. We've come up with a term for new grads that put every...single...key word on their resumes ("word salad") hoping to squeak in to GET TO a human...which by all accounts will spend under 20 seconds reviewing the submitted info.

    Bravo for your org if it has an ATS that is that generous ...most aren't, and I used to be in the business of setting them up, so have a pretty good optic

56. Jennifer TaylorJune 1,2022 at 6:05PM UTC

    Actually, most recruiters debunk the myth that your resume has to "pass" the ATS. Follow Amy Miller on LinkedIn - she posts about this all the time, and recruiters echo her sentiments.

    https://www.linkedin.com/in/amymil/

57. Katherine "Kate" ParramoreJune 1,2022 at 8:54PM UTC

    Thanks Jennifer!

58. AnonymousJuly 22,2022 at 2:11PM UTC

    The woman told you her direct professional experience and you responded with “actually…“ another professional has a different opinion but that becomes “most” since others agree with her sometimes on her page.

    I’m not saying it’s not good info to share, but could maybe be done in a way less dismissive of the person you’re addressing.

59. Nick KossovanJune 1,2022 at 2:49PM UTC

    ATSs are designed to only select resumes that meet the criteria the employer/recruiter has programmed to be selected.

    Therefore, if a resume doesn't meet the criteria programmed into the ATS then it's not selected, which in essence is being "deselected," right?

60. AnonymousJune 1,2022 at 5:10PM UTC

    The ATS my company uses does not, each resume or application is reviewed by a human to see if the min quals are met. I think I was pretty clear on that.

61. AnonymousJune 2,2022 at 7:42PM UTC

    Colorado has a law that requires pay ranges to be listed for job postings located in the state. The downside of this is that some out of state companies now won't consider remote workers located in Colorado because they don't want to have to comply with the salary posting law.

62. AnonymousJune 4,2022 at 10:56PM UTC

    If you are interested in jobs in a specific field, it may work in your favor to attempt to build a network/relationship with the field's recruiters. Send them a copy of your resume and pay range. See if they can give you any feedback about salaries when possible and keep an eye out for new postings.

63. AnonymousJuly 22,2022 at 2:03PM UTC

    Or those seeking to hire could simply post the salary range. There’s a very simple solution.

64. AnonymousJune 28,2022 at 11:34PM UTC

    What's even worse is when they advertise the salary, you get the job, and don't make half of the quoted salary. Maid Angels

65. Jessica KyserJuly 22,2022 at 6:07PM UTC

    I agree!

66. MichelleJuly 22,2022 at 6:32PM UTC

    This is why transparency laws are necessary. Take a job in a state that supports women and transparency. The company and recruiter comments express their desire for lower wages but not the availability of workers who will work for that. Tell them it’s not competitive with proof from job boards because it is competitive out there in the job market. Collusion in downward wage pressure is what that is.

67. AnonymousJuly 22,2022 at 10:25PM UTC

    Transparency laws ARE necessary.

    I also ONLY talk to recruiters who come to me (usually via LinkedIn) with a job description that interests me, a company name, and a salary range. It works very well.