Selecty specialises in IT outsourcing and competes for highly sought-after professionals. If a recruiter doesn’t disclose the salary in a job advert, it is often because one role may be open to candidates at different pay levels. In some cases, employers seek several specialists with the same core expertise. In such instances, clients typically expect to onboard professionals across different experience levels, usually mid-level and senior.
Ekaterina Tsutskikh, senior consultant at Selecty:
Ekaterina Tsutskikh, senior consultant at Selecty:
«When clients are flexible about the experience level of specialists, vacancies are often published without a salary range. This is usually because there are too few candidates with exactly the right background. For example, C# QA automation specialists are relatively rare. As a result, employers have to consider candidates with different salary expectations».
Salary is disclosed if the vacancy has a fixed or narrow salary range. As a result, the company receives fewer applications, but the candidate pool is more relevant.
When a recruiter publishes a vacancy without a salary range, or with a very broad one, it increases the risk of receiving a large volume of unsuitable applications.
Many candidates see a wide salary range as a sign that the employer is open to people from very different backgrounds. As a result, recruiters often receive applications from people without the required experience, as well as from more junior candidates.
When a recruiter publishes a vacancy without a salary range, or with a very broad one, it increases the risk of receiving a large volume of unsuitable applications.
Many candidates see a wide salary range as a sign that the employer is open to people from very different backgrounds. As a result, recruiters often receive applications from people without the required experience, as well as from more junior candidates.