TABLE OF CONTENTS

Explanation of term

The field Wage/Salary Range in the hiring request and  job opening is an expression of the structured salary data.

We have introduced structured salary data into the job opening to proactively meet the requirements of the upcoming revision of the Pay Transparency Act of 2017 (expected to come into effect in 2025). Although the law is not yet in force, we want to ensure that you, as our customers, are prepared in advance for the future requirements and enjoy legal security. By integrating the salary range, you can already create transparency and strengthen the trust of potential applicants.

Legal Background
Quote from Haufe: "On June 6, 2023, the European Pay Transparency Directive (EU/2023/970) came into force. It brings expanded rights to information and reporting obligations, as well as compensation claims for gender-based pay discrimination."
More info here: Link to the Haufe website (Infos in German)


Your Benefits

  • Increased attractiveness of job advertisements
    By using salary data fields, you can meet the increasing demand for salary transparency in the job market. Applicants are increasingly expecting clear information about salary structures, which makes your job ads more attractive and attracts more qualified applications.
  • More efficient application process
    With clear salary information, the application process becomes more efficient. Applicants can quickly assess whether the job offer suits them, optimizing the selection process for both sides.
  • Strengthening employer brand
    By including transparent salary information in your job advertisements, you strengthen your employer brand. You position yourself as a progressive and law-abiding employer who supports openness and fairness.
  • Attracting qualified talent
    Open and transparent salary information increases the chances of attracting qualified talent, who feel more engaged through clear information and gain trust in you as an employer.
  • Promoting an open and fair company culture
    By practicing salary transparency, you contribute to promoting an open and fair company culture, which can positively influence employee satisfaction and retention in the long term.
  • Representation on job boards
    We have designed the feature so that the values can be passed to job boards, job boards, etc., and read by them. StepStone, Google for Jobs, and others can display the values accordingly.


Configuration

Through the field schema configuration in the job opening, the Wage/Salary Range field can be shown or hidden, or defined as a mandatory field. After that, it can be inserted into the job advertisement template or correspondence template as a placeholder, and thus displayed to external individuals.


Behavior in the system

  • Usage
    If you use the field and display it externally via a placeholder, you have many benefits.
  • Prerequisite
    To use the field, it must be shown in the field schema configuration of the hiring request or the field schema configuration of the job opening and then inserted into the correspondence template or job advertisement template via a placeholder.
  • Elements of the function
    • Field for the Minimum Value
      Enter here the minimum that can be earned in this position.
    • To-Symbol
    • Field for the Maximum Value
      Enter here the maximum that can be earned in this position.
    • Currency Selection Field
      Select the currency code according to the international ISO 4217 standard.
      You can start typing to narrow down the selection list.
    • gross per
    • Selection Field for the Payment Period  
      Select the payment period
      • Hour
      • Day
      • Month
      • Year
  • Value transfer of hiring request to job description

    If you close a hiring request and create a new job opening from it, the data from the fields for the wage/salary range are transferred to the job opening.

  • External Display
    • Formatting
      The format is automatically corrected. Example: You enter a minimum value of 1300.00 and a maximum value of 1,400.50. The external display will always show the format X,XXX.XX.
    • Display of the entered values 
      • Minimum value
        If you only enter the minimum value, it will be displayed externally as: minimum 13.00 EUR gross per hour
      • Maximum value
        If you only enter the maximum value, it will be displayed externally as: maximum 15.00 EUR gross per hour
      • Both minimum and maximum value
        If you enter both values, it will be displayed externally as: 13.00 to 15.00 EUR gross per hour
      • Same values
        If you enter the same value twice, it will be displayed externally as: 15.00 EUR gross per hour
  • Placeholder
    With the placeholder Job Opening - Wage/Salary Range ({JOB_OPENING_SALARY_RANGE}), you can enter the values into the job posting template and make them visible to applicants or display the value via the correspondence template in an email to applicants.
  • Renaming
    You cannot influence how the placeholder is resolved. It always follows the schema described in External display on this page. This ensures that job boards, etc., can later read the values. However, you can vary what you write before the placeholder. For example, in our tests, we wrote:
    "This is what you can earn with us: 13.00 to 15.00 EUR gross per hour"
  • Deletion
    If you delete values from the job opening, they will no longer be displayed in the job advertisement.
    In emails, these values remain in already sent correspondences, but new emails will also no longer contain the value.


How our customers use this

The function is new. We don’t yet know how you will use it. However, we hope that you will want to provide applicants with transparency about potential wages/salaries with you. We see many advantages for you and the applicants. You will be a pioneer in salary transparency in the recruiting market and will not have to make significant adjustments when the law comes into effect. You can fully focus on developing the guidelines for how you determine your salary scales.

Further articles on this topic