Why pay transparency matters with Johnny Campbell | SocialTalent

So imagine you're a server working in a busy cafe. Your job is to seat the customer, take their order, and see that they receive exactly what they want from the menu. Your objective is to provide a great service and ensure that they will return as a new customer. But there's a catch. There are no prices on the menu, or anywhere for that matter. Customers are expected to go through the whole process of ordering their food and drink, consuming it, and only then when they receive their bill will they be informed of the final price. Your company thinks this is the best way to make more money, but as you can imagine, this causes lots of problems and makes your job very difficult. You end up with extremely unhappy customers and engaging in frequent debates about fair prices. Inevitably, you end up attracting the wrong customers, failing to retain any of your customer base, and wasting time on avoidable debates. Does this situation sound eerily familiar? As a recruiter, having a lack of paid transparency in the recruitment process can lead to these same problems by tracking the wrong talent, failing to retain top talent, and wasting your time as well as the candidate's time in the process. According to a survey carried out by Indeed, two thirds of job seekers consider salary information to be the most important component of a job description. Today, as much as 44% of job posts have have salary information explicitly stated. This has jumped threefold in just two years as pay transparency laws take hold and employers are forced to reveal the salary range for a given position. If you're already under this legislation, we'll show you how to navigate it. And if your company has yet to be enveloped into some form of pay transparency laws, it's only a matter of time.