At the heart of the problem are budgetary issues and a lack of order in pay systems. – If we don't have it pay scales in the company, and the market forces the employment of more and more expensive specialists, disclosing the range in the advertisement could result in a queue of people coming for a raise – explains Karol Kapuściński.
It's true that people talk behind the scenes anyway. They know that new employees get more. However, the publication of the spread in the announcement would be hard evidence of this discrepancy. — These are no longer rumors, but official confirmation that the company pays new employees more than experienced ones. And then it's hard to refuse a raise, says the expert.
He also points out that many companies still do not know the real market rates. — Sometimes they think they're not competitive, but they're just in the middle. Or the other way around – they think they pay well and the market has moved on a long time ago. This is another reason why companies so rarely decide to publish forks. Disclosing earnings could expose the pay chaos that exists in many organizations.
The real problem is the lack of formalized pay scales
Barely 20 percent Polish employers have formalized pay scales. What are they? — This is a list that assumes the valuation of all positions – from the receptionist to the sales director, from junior to senior – in terms of their impact on the organization. This is a specific promotion path, a competence grid and structured earnings – explains Karol Kapuściński.
Creating such a system is a process that requires not only financial decisions, but also time and understanding of the organization's structure. — This is a complex process that, depending on the size of the organization, may last from several months to over a year, and subsequent months or even years take the implementation of changes and the elimination of earnings differences in individual positions. – adds the expert.
Recruitment hotshot
The lack of ranges in advertisements is a problem for both parties. The best, most experienced candidates simply give up applying because they don't know what the range is. Those who choose to go through the process often feel cheated.
“We're playing a kind of trick-or-treating game,” says Karol Kapuściński. — The candidate goes through several stages of recruitment, becomes emotionally involved in the company, and in the end it turns out that the financial offer is below expectations. As a result, frustration is growing on both sides. The recruiter also wastes time because he was counting on closing the process, but he has to start again.
The myth about “demanding” candidates
There are many myths surrounding this topic. One of them is the belief that a candidate asking about money is motivated only by money and will leave immediately. Kapuściński straightens: – The reality is a bit different. We all work for money. We have loans, bills, liabilities – these are very specific things. Each of us pays some bills, the expert emphasizes. — Whether I accept the offer depends on whether the job will allow me to meet these needs.
The “clear wages” act – hope or illusion?
The amendment to the Labor Code was supposed to be a breakthrough. The original provision required the employer to provide the salary range in the job advertisement. However, the final version contains gaps.
— If the employer did not provide the range in the advertisement, he should do so at the first meeting, and if he did not provide it at the first meeting, he should do so before signing the contract – explains Kapuściński. The regulations are imprecise, leaving a lot of room for interpretation.
In practice, this means that the act solves the problem “only partially”. The candidate may still waste time on subsequent stages of recruitment before finding out whether his expectations fit into the employer's budget.
Read also: Job advertisements that discourage you. “Indisputable red flag”
EU directive. It's not about the range in ads
Many people hope that the EU directive on the openness and transparency of remuneration will force companies to publish their salary ranges. However, this is a misconception.
— The Directive on equal and transparent pay is not a directive that concerns pay ranges in advertisements — explains Karol Kapuściński. It focuses on reporting the pay gap between women and men and earnings differences in the same or similarly valued positions, as well as the employee's right to information about how his or her earnings compare to the earnings of colleagues in the same position.
The directive may indirectly contribute to greater transparency in recruitment, forcing companies to organize pay scales. However, as the expert emphasizes, about 30 percent companies declare very clearly that they will not publish advertisements with spreadsheets if there is no such statutory requirement.
Read also: Salary transparency. A large company comments on what it will look like in practice [WYWIAD]
IT has shown that transparency pays off
The example of the IT industry shows that transparency pays off. About 50 percent technology companies provide salaries in offers – this is twice as much as the average for the entire market. — IT companies did it for a very simple reason: pragmatic, business reasons. The idea was to attract the best candidates, says Karol Kapuściński.
It is from this approach that the No Fluff Jobs platform was born. — Tomek, our co-founder, was a programmer himself. He knew that clear classified ads attract the best people. It was a response to the candidates' needs.
How to publish forks so that it makes sense?
According to Kapuściński, transparency starts with precision. — Narrow ranges work best – in a ratio of one to 1.2, or about 20%. difference. This gives candidates a clear picture and better recruitment results, he explains.
Too wide ranges (e.g. PLN 7,000-14,000) may result from the fact that the company is looking for two different people – e.g. a mid and a senior – but this confuses the candidates. – Then it is better to separate these positions in the advertisement – he adds.
Forks – a blessing and a curse
Although candidates demand transparency, the limits themselves do not always solve the problem. – It's a blessing and a curse in one – because the candidate quickly focuses only on the numbers, and not on the entire context of the offer – admits the expert.
Other factors also determine the value of work: the remuneration evaluation system (e.g. every six months), additional training budget or organizational culture. — Sometimes a company that offers a little less has a better rate of salary growth or greater stability. This is worth taking into account, he adds.
Employees expect, above all, partnership
The modern candidate is demanding and careful. – Today, a candidate checks us for up to six months – that is, apart from looking through our advertisements, after coming to work, he tests us for up to half a year – emphasizes the expert. If during this time it turns out that the company's communication is not consistent – especially between what it promises in the advertisement and what it actually offers – the employee simply leaves. Not because of money, but lack of trust.
— Employees today expect symmetry. Therefore, consistency and transparency of promises are crucial. Forks are the foundation of a partnership relationship and a step towards normality and honest conversation about the value of work. It is worth approaching it in a human way – it would solve many tensions – summarizes Karol Kapuściński.
