The Global Trends Recruiting report published by LinkedIn reveals an important key for companies around the world to retain talent. Know it and put it into practice in your organization.
In recent years, a large part of the companies has started to offer jobs without specifying the salary: they do specify the experience and the necessary requirements to apply for the position, but of the money, not a word.
It is a trend that has led many jobseekers to track the web to find salary comparators that allow them to get an idea of the average salary in each case.
Some of them, such as Glassdoor or Payscale, use anonymous salary data provided by each employee to produce a weighted average that can serve as a guide for applicants for a given position.
Currently, only one out of every four companies in the world makes their salaries public, although another 22% want to start doing it in the next 5 years. This means that more than half of the companies on the planet hide their salaries.
These are some of the conclusions of the Global Trends Recruiting report published by LinkedIn, and among those that also include that most people believe (unfounded) that they charge less than they usually do in their position.
The study, based on a macro survey of 5,000 companies from around the world present on LinkedIn, also concludes that there are a number of benefits inherent in a policy of salary transparency.
In this sense, among the companies that already make their salaries public, 57% consider that this allows to speed up the negotiations (since the salary aspect is clear from the beginning).
On the other hand, 55% consider that it ensures a fair wage, not only among different colleagues with the same rank, but also as an effective measure to end the gender gap.
54% of companies also consider that making salary public acts as a filter prior to a selection process when screening candidates who would reject the position due to salary.
Finally, 51% believe that salary transparency allows the interview for the position can focus on other more important aspects to determine if it is the right person and for the candidate to get more information about the company, regardless of the money.