Pay clarity is quickly becoming one of the biggest factors shaping whether candidates engage with a job opportunity. In a market where people are applying more widely, but still making fast decisions about which roles deserve their time, salary information has become more than a detail. It is a signal of trust, fairness and efficiency.
Recent reporting found that 60% of job seekers would not apply for a role if the salary range was missing, while only 21% of employers include salary ranges on every job ad. That gap shows a clear disconnect between what candidates now expect and what many employers are still prepared to share.
“Candidates are looking for that clarity upfront and employers are still holding back on the information.”
On a recent Australia Market Update, Host Liz Punshon, Managing Director at people2people Group, was joined by Guest Nicole Consterdine, Recruitment Consultant at people2people Group, to discuss why salary transparency is becoming such an important part of recruitment strategy. Their conversation explored how missing salary details can slow down hiring, reduce candidate alignment and potentially cost businesses strong talent.
One of the key points raised was that candidate expectations have moved faster than employer behaviour. While many organisations still prefer to keep salary open for later discussions, candidates increasingly see pay information as a practical first filter. In a busy market, where application volumes are high, salary clarity helps candidates quickly assess whether a role is worth pursuing.
This is not only about candidates being selective. As Nicole explained, transparency supports efficiency for both sides. When salary ranges are missing, employers may receive more applications, but those applications are not always well aligned. Candidates may be too senior, too junior or working with completely different expectations, which creates more screening work and longer recruitment processes.
There are also valid reasons why some employers hesitate. Internal equity concerns, commercial flexibility and negotiation risks can all influence whether salary ranges are included in job ads. Employers may worry that existing employees will compare advertised salaries with their own, or that candidates will automatically anchor themselves at the top of the range.
However, leaving salary out of a job ad also carries risk. Strong candidates may assume the salary is below market, disengage early or prioritise opportunities that offer clearer information. With hiring speed already a major challenge, any lack of clarity can add friction to the process.
Nicole also highlighted that salary transparency can become a genuine competitive advantage, particularly when it helps employers move faster. In public sector recruitment, where salaries are generally advertised, expectations are clearer from the beginning. That clarity can reduce misalignment, support better conversations and help candidates move through the process with greater confidence.
For employers, the message is clear. Pay transparency is not just a candidate preference. It is becoming part of a stronger recruitment process, one that saves time, improves alignment and builds trust before the first interview even takes place.
What can employers do to improve salary transparency?
- Include a clear salary range where possible, rather than leaving pay completely open.
- Review internal salary equity before advertising roles externally.
- Use salary information to attract better aligned candidates, not just more applicants.
- Be clear about whether the range is fixed, flexible or dependent on experience.
- Train hiring managers to discuss salary early and confidently.
- Treat transparency as part of the employer brand, not just the job ad.
