Why salaries are not always mentioned in vacancies

Quite a common story: the job description suits, the conditions are too. One thing is not clear: how much will they pay? Employers do not list salaries for about 25% of vacancies. Why? And does the absence of the amount in the announcement always mean that the salary is too low? We have collected typical reasons why employers prefer to hide their salaries in vacancies. And we have prepared tips for those who want to find out about the money supply as soon as possible.

1. The employer has not yet decided on the amount

When a company discovers a new direction for itself, creates a new position with complex related functions, or wants to invite a professional with a rare or completely new specialty, it is difficult to immediately determine the possible salary. It happens that the employer wants to determine the salary during the interview process, after listening to the wishes of the applicants and asking how much they received in the same place.

2. In order not to offend those who work for less money

The company may have several positions that are similar in functionality, but with a different level of remuneration, depending on the level of professionalism. Unfortunately, employers are not always ready to make this gradation transparent and open to employees. It also happens that the market level of salaries has increased, and the management understands this, but is not yet able to increase the remuneration of all personnel, therefore, higher salaries are offered only to new specialists when they are needed (because otherwise it is impossible to attract them).

Another possible situation: they are looking for a specialist of a higher class compared to the existing employees, but they do not want to advertise this to colleagues.

In all such cases, companies have to hide the salary offer, otherwise employees who are now working in similar positions will be demotivated.

3. Salary will depend on the level of the candidate

Let’s say the employer is ready to indicate the salary bracket – from 30 to 50 thousand rubles. Two candidates come: an experienced one and a not very experienced one. If something does not suit an experienced person in the negotiation process, then you will have to make an offer to a person with less experience. Of course, seeing the salary fork, he will count on the maximum, and having received an offer with a much lower salary, he will be disappointed and may refuse. If the employer indicates only a minimum (from 30 thousand rubles), then the vacancy may not arouse interest in a more experienced candidate, since he has higher salary expectations. As a result, the recruiter prefers not to specify any limits in the vacancy at all.

4. Difficult to define the scope of work

The employer is aware of how much the required specialist “costs”, but is not yet sure how much work the new employee will have. This happens if a company opens a new line of work or wants to replace a quitting workaholic. Not everyone is ready to constantly sit up after work and go out on holidays – if the employer understands this, he will discuss with the candidate a new range of responsibilities and the amount of remuneration. Also, the salary may not be indicated if the company wants to expand the functionality for a specific position. Such situations are perfectly normal. The main thing is to discuss the conditions, clearly imagine the amount of work and, based on this, negotiate.

5. The amount is too modest

If the employer realizes that the salary is small (below market level), but is not ready to offer more, he hopes to attract candidates with other benefits of this job. For example, interesting functionality, the opportunity to participate in bright and significant projects, gain unique experience, and work with the best professionals. Or a too modest salary is compensated by other “goodies” – various benefits and an extended social package. It is on these advantages that attention is focused in the job description, and the salary is not mentioned.

6. Looking for enthusiasts

This does not mean that it is supposed to work “for a penny”. The salary can be quite decent. It’s just that the employer counts on the feedback from those who are passionate about the profession and will be interested in the work tasks and projects described in the vacancy, and not in the amount of money. It is no secret that candidates whose only or main motivation is money are not liked: it is believed that such an employee will not be sick of his soul for the cause and will easily run away to another place even for a very small increase. In some companies and professional areas, this is especially sensitive.

7. Just got used to not specifying the salary

Yes, it happens, and quite often. The employer can count on the fact that the approximate level of salaries within one professional area, as a rule, is already known to everyone who works in this area. In addition, some companies have internal policies that prohibit disclosing employee salaries. In this case, you will be given a salary offer at the interview if you pass the initial selection. An employer may be reluctant to discuss monetary matters until they are confident that you are competent. This is not the most businesslike approach, but such situations are quite common.

8. Looking for a top specialist

They are especially careful to keep top management salaries secret. It is undesirable for their own employees to know about them (because the salaries of line specialists and top managers can differ tenfold), and any other curious. Therefore, the absence of a salary in a top manager’s vacancy is an absolutely normal situation. Closing such positions is always serious negotiations, including the level of remuneration. For the same reason, salaries in vacancies for complex expert positions (for example, for experienced IT specialists) are often not indicated.

How to understand how much you can count on

If you don’t want to waste time on test assignments and interviews, and then get frustrated when you hear about the salary, try doing a little analysis to find out an approximate salary bracket. It’s not that hard.

Ekaterina Gavrilova, founder of the recruiting agency DigitalHR:

You can ask right at the very first contact with the employer, at least about the lower salary bar. Do not be afraid that a too hasty question about a salary will scare you away.

“It is better to ask about the salary in the middle or at the end of the conversation, when all the key points have been discussed,” advises Ekaterina. – Tell me that you do not know for sure whether the salary bracket for the vacancy and your salary expectations will coincide. If your resume indicated a salary, then, most likely, the HR manager will answer that you are eligible, otherwise your resume would not have been considered. If you also did not indicate the desired salary, be prepared to be asked a counter question. Do not be afraid to ask about the salary – you, just like the company, make a choice and it is important for you that it is the best. “

Don’t be tempted by prospects if you don’t have 100% confidence in your employer. At the interview, having named the amount that does not suit you at all, they may promise a quick increase. Remember the principle of the fitter Mechnikov – “money in the morning, chairs in the evening.” Agree on money on the shore, so that later you will not regret the time and nerves spent.