There has always been an ongoing debate as whether it is best practice to add a salary to a job posting and if it makes a difference to attracting the right applicants.
Within primary care, advertising the salary on a job advert unfortunately doesn’t seem to be the norm – we understand it can be difficult due to salary bandings, potential funding delays, budget restrictions or just wanting to avoid internal unrest within your team. Statistics show that over 80% of us view the salary as the most important part of our job search and who would blame us with the cost of living increasing year on year.
Employers can be hesitant as they are unsure of the current market rate and what calibre of applicant they can expect to attract, all information that we at Primary Care Careers have expert knowledge of. We understand it is not viable for every role, but we believe that adding a salary can not only attract a larger pool of applicants but also promote a more equitable and inclusive workforce.
We have put together some information that might help you make a more informed decision.
The pros:
- Increased applications – in 2024, data shows that adding a salary can increase applicants by up to 60%! Many applicants are hesitant of applying without all the information available.
- Job seekers will filter by salary, so you are significantly reducing your talent pool by not displaying a salary. Depending on experience and TBC are not added in most job sites unless specifically searched for.
- Save time/money – short-listing candidates who understand the salary and are happy to move forward in the recruitment process. There will be no or far less negotiations and this can in turn can save weeks, leading to a quicker start date. Disclosing the salary at interview is never advised.
- Employer reputation – transparency equals trust, creating more confidence and a positive impression among potential applicants. You want to be an employer of choice in your local area.
If you are unable to disclose a salary/hourly rate, we would encourage you to add a pay range so the applicant knows if it is in line with their current wage. Competitive can be an option, as long as it is!
Top tips:
- Map the market. Spend some time checking your competitors and see what salaries they are offering for a similar role. These may be your local surgeries but could include a wide range of employers.
- Make your advert as appealing as possible. Benefits are important and some applicants will be flexible with regard to pay if there is, for example, free parking, good pension, competitive holiday allowance, good public transport links etc.
- Add probationary period and if this comes with a pay review or any pending national pay increases.
We hope this information has helped you and if you have any questions surrounding this subject or need advice, please give us a call on 01206 918760 and we’d be happy to discuss further.
You are also welcome to email us enquiries@eoeprimarycarecareers.nhs.uk We look forward to hearing from you.
