Wednesday, November 20, 2019

JOB ADVERTS THAT INCLUDE A SALARY RANGE ATTRACT MORE APPLICANTS AND ARE CONSIDERED FAIR

Ban Pay Secrecy

Pay secrecy during recruitment has become common practice in South Africa. After PaySlipBanSA confronted Henley Africa and Allon Raiz for placing unfair adverts, they agreed to adopt pay transparency during recruitment.

Companies Publishing Pay in Ads

What transparency says about employers

  1. Pay secrecy disadvantages job applicants as they must apply for jobs without knowing how much an employer is willing to pay.
  2. Pay transparency shows the employer is not looking for a candidate who can be coerced into accepting an unfair offer.
  3. Adopting pay secrecy then asking questions abut pay expectations is discriminatory as it creates opportunity to perpetuate unequal and unfair wages. 
  4. If they’re upfront about a sensitive issue such as pay, they are probably upfront about everything else in their organisation.
  5. Transparent employers respect an applicant’s need for information to decide if they REALLY want to be employed there.
  6. Transparent organisations understand sustainability and don’t want applicants to use own resources to attend an interview for a job they may not be able to afford to take.
  7. Transparent organisations probably have leaders who think withholding information is silly, small-minded and exploitative. How smart!
  8. Transparency means you’re fairly negotiating wages with them, knowing where their budget lies. If you want them to change it – they would expect you to have an attractive, well thought out negotiating argument.
  9. If they start the recruitment process correctly, it’s likely Pay Slip Ban SA will have no reason to scrutinize their ensuing actions.
  10. Transparent organisations can lay claim to supporting equality and equity as studies show job advert pay transparency encourages more applicants, and reduce barriers for women.
  11. Transparent employers adopt fair practices.

By comparison, companies who withhold this information, communicate questionable values and principles.

Pay secrecy allows wage discrimination to occur.

Secrecy discourages applicants, particularly women and reflects an organisation that does not care about the impact on applicant costs nor their time and effort.

Job seeking costs money. It’s not fair to make it more expensive to find a fair job opportunity, it is certainly not pro-poor nor sensitive to the time constraints placed upon women.

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