Overview
Advertising salaries and total compensation is among the recruitment strategies available to hiring units to attract and retain a robust candidate pool. Adopting this strategy thoughtfully both provides a positive candidate experience while positioning the University of Wisconsin-Madison as an employer of choice.
Importance
- When candidates review a job posting, pay and total compensation information are among the first items viewed. When candidates cannot locate this information within the posting itself, they may search websites such as Glassdoor.com or Indeed.com for salary details, which may not be accurate.
- Advertising salaries not only provides a competitive advantage, but also a more positive candidate experience overall. By being transparent upfront, the candidate can manage their own expectations accordingly. This allows the hiring unit to potentially mitigate issues down the line during offer negotiations. (e.g. a highly-qualified candidate makes it through the screening and interview process, but declines a final job offer)
- Asking candidates for their salary history is a dated practice that often contributes to pay inequity; it is important for hiring units to determine salary and total compensation based on the responsibilities the candidate will be fulfilling.
Salary Details in JEMS-PVL
In JEMS-PVL, there is an open text field titled "Salary Details" on the "Salary/Title" tab. This field allows for greater transparency regarding pay expectations for the position. It also provides an opportunity to expand upon other aspects of total compensation. (e.g. paid time off, career development opportunities, hiring bonuses, health insurance and retirement benefits, etc.) This information will flow from JEMS-PVL to the TREMS Job Card.
Best Practices
- Setting a realistic salary minimum allows applicants to self-select whether the pay range is acceptable when deciding to apply for a position. If advertising a salary above the range minimum, a hire cannot be made below the advertised salary.
- Example: For a Financial Specialist III, the salary range is $39,400 - $73,200. Instead of posting the minimum of the range, determine what a more realistic or competitive minimum is based on your budget and level of experience needed.
- If the budget for the position is known and there is no room to negotiate outside of the budgeted amount, consider adding a statement to the ‘Salary Details’ field in JEMS PVL. If the maximum salary is advertised, a hire cannot be made above that salary.
- Example: “The expected salary range for this position is $XX up to $XX for highly experienced candidates. Actual pay will depend on experience and qualifications.”
- If recruiting for a higher-level position, such as a Director, and you wish to expand upon the posted salary minimum, consider adding a clarifying statement in JEMS PVL.
- Example: “The starting salary for the position is $XX but is negotiable based on experience and qualifications.”
- When advertising for a position with the possibility of permanent residency, the salary qualifier should be set to ‘Negotiable.’
- Include applicable total compensation for the position in the ‘Advertising Summary’ section in TREMS and the ‘Salary Details’ in JEMS PVL.
- Example: “Employees in this position can expect to receive benefits such as generous vacation, holidays, and paid time off; competitive insurances and savings accounts; retirement benefits.”