Navigating the ongoing conversation: the impact of pay transparency on recruiting and retention

Jeremiah Stone

Pay transparency in job advertisements has accelerated in the last two years in response to a growing body of state and local legislation. What was once a novel approach employed by only the most progressive companies has now become a core consideration for talent acquisition broadly. Linking pay transparency requirements with existing strategies to attract and retain exceptional talent, some organizations have embraced pay transparency’s potential for fostering trust, promoting fairness, and reducing disparities in compensation. In this blog post, part of our ongoing series on pay transparency, we will delve into the impact of pay transparency on recruiting and retention, specifically focusing on the best practices for talent attraction.

Approximately 45 percent of companies now provide a pay scale in their job postings, but the extent to which they have fully embraced the spirit of transparency requirements has varied. For example, some organizations have posted overly broad salary ranges, creating skepticism about their commitment to transparency among prospective candidates. In contrast, more proactive employers have taken the opportunity to engage in transparent discussions about candidates’ placement within salary ranges, explaining the factors influencing compensation decisions. This approach enables them to more effectively manage candidate expectations and foster trust throughout the recruitment process.

To leverage the benefits of pay transparency effectively, employers should consider the following best practices:

  1. Establish clear compensation guidelines:
    Develop well-defined pay scales aligned with market benchmarks and internal equity. Communicate these guidelines transparently to candidates and employees, ensuring the factors that influence compensation decisions are clear.
  2. Communicate job expectations:
    Provide candidates with a comprehensive breakdown of job responsibilities and requirements. This empowers candidates to make informed decisions about their fit within salary ranges and encourages better alignment between expectations and proposed compensation.
  3. Train recruiters and hiring managers:
    Equip recruitment teams with the skills and information necessary to have open conversations about compensation. Ensure that recruiters and hiring managers are proficient in explaining the factors that contribute to placement within salary ranges and are prepared to address candidate questions or concerns.
  4. Foster a culture of fairness:
    Pay transparency should be supported by a broader commitment to fairness in the workplace. Ensure that compensation decisions are based on objective criteria, and regularly review and update pay scales to account for market trends and internal equity.

As the conversation around pay transparency continues to evolve, leaders in the talent acquisition space must navigate its complexities to attract and retain top talent successfully. By embracing pay transparency, organizations can build trust with candidates, attract highly qualified individuals, and foster a culture of fairness and equity. 

Jeremiah Stone Headshot

Jeremiah Stone

Talent Acquisition Director

Jeremiah, Talent Acquisition Director at Hudson RPO, has a deep experience in talent acquisition and building people capability. With a passion for Diversity, Equity and Inclusion, he transforms recruitment functions and drives exceptional results for our clients.

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