Source | Forbes : By Liz Ryan
I was lucky enough to grab a seat in an airport lounge next to a woman who said “You look familiar — are you Liz Ryan?”
“Yes,” I said. “And you?” Carol is a recruiter. “I’m so glad to meet you,” she said. “I have a question for you. You’ve written that employers and recruiters should include the salary ranges for open positions in their job ads. May I tell you why I don’t do that?”
“For sure!” I said.
“It’s because candidates get stuck,” she said. “If I put it in a job ad that a certain job opening pays anywhere between $60,000 and $80,000 a year, the only thing a job candidate will see or focus on is the top number — $80,000. The same thing happens if I tell a candidate on the phone that a job pays $60,000 to $80,000.
“The candidate hears $80,000. The $80,000 starting salary is for someone at the absolute high point for the role — someone at a near-expert level. It’s the top of the range.”
“And you’re saying that once a candidate hears about the $80,000, they’ll be disappointed to get a job offer for $70,000,” I said.
“That’s right!” said Carol. “That’s why I don’t mention the salary range in my job ads.”
“Thanks for the info,” I said. “I have met those candidates who who get stars in their eyes and can’t think about taking a job for less than the top salary of $80,000. I don’t see the problem, though.