Unfair recruitment map

#payslipbansa it’s time for inequality to change!

Many recruiters and prospecting employers appear to see job applicants as nothing more than a pound of flesh. #payslipbansa believes income inequality happens when recruiters make unfair offers to job applicants.


When applying for work, job applicants engage directly with the potential employer’s recruiters who are either directly employed or outsourced.

Does trust result in income inequality?

Trust plays a massive role in recruitment. But when job applicants trust unconditionally and without protections, they are likely to suffer the consequences of an unfair wage negotiation.

Here’s a warning, if you apply to a job advert that’s secretive or ambiguous about pay, you need to be on your guard when they start asking you your pay history.


When there’s no pay transparency, you shouldn’t be giving up your information easily.

Organisations who are ambiguous about pay in their job adverts and follow through with questions about applicant pay expectations are not paying according to recognised policy and professional practice.

Pay history is used to price-fix your pay according to what others have paid you.

This means if you once accepted a low wage offer, it will be used to keep your pay low into the future. Credible and transparent organisations base wage offers on remuneration policy and include wage information in job adverts.

When companies ask for information without giving it, we call it an asymmetric information advantage.


Unconditional trust, particularly during a negotiation, can result in massive losses for the person required to trust blindly.

In the recruiter – job applicant relationship, when it comes to wage negotiation, candidates are required to accept that recruiters who are secretive about pay aren’t trying to disadvantage them. Recruiters sometimes claim they don’t include pay information as applicants prefer to state their wage requirements first.

Lol, that fact isn’t evidenced in any reviewed research so shouldn’t be taken seriously.


Here’s a list of how one sided trust is! Applicants must trust that:

  1. employers fairly apply remuneration policy and allocate a pay range to a vacancy prior to advertising
  2. an employer’s advert is a market signal denoting real opportunity and is not merely a labour market scoping exercise to determine the most vulnerable applicants willing to work for the least
  3. when a pay range is not published, that it is not to hide an unequal pay vacancy
  4. recruiters do not contact them merely to conduct market research regarding pay but that they have a real interest in their talent
  5. recruiters do not use pay information to obstruct an opportunity to discuss an applicant’s expectations fairly
  6. employers have priced the job according to validated policies and procedures
  7. their current pay has no bearing on what they can justify and negotiate for within or outside of the employers pay range
  8. when an offer is made it is compliant with policy and unconditionally fair.


leonie hall

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