1. The company does not know how much such work costs
Sometimes the employer has an approximate idea of how much specialists in a certain profession earn, but does not know for sure. This happens when starting a new direction in a company or hiring a rare specialist.
In such cases, the employer estimates an approximate salary framework, based on market analysis, but is determined with the exact salary already at the interview.
2. The employer avoids demotivating current employees
Perhaps, in one department of the company, all specialists have different salaries, depending on their qualifications. By hiring a new person in such a department, the company will definitely not want to disclose his salary to the rest – so that there are no comparisons and conflicts.
Sometimes the employer realizes that the level of salaries in the market has increased, but it has not yet been possible to increase the salaries of current employees. In this situation, he will hire a new specialist for a higher salary, and the rest will increase the salary if possible (or not).
3. The management wants to assess the level of the candidate
Imagine that the employer indicates a salary in the vacancy – from 30 to 50 thousand rubles. Several candidates, both experienced and not so, will respond to this proposal. Events can unfold like this:
- An experienced specialist will not be satisfied with the functionality and will resign from the position → the company will have to hire a less qualified candidate in order to still close the vacancy;
- Any candidate will count on exactly 50 thousand rubles, not 30, so the company will have to pay a higher salary to a less experienced specialist. And initially they wanted to pay this salary to a professional with knowledge;
- If the employer only specifies the lower limit of the salary frame, he will lose the interest of experienced candidates. Although he could have offered a higher salary already in the interview.
So it turns out that it is easier for a company not to indicate any salary.
4. The exact scope of tasks is not defined
This reason is similar to the one described in the first paragraph. Often when opening a new department or an entire business line, the company does not fully understand the scope of work. Perhaps the launch will be unsuccessful or the department’s employees will be loaded by 30% for the first six months – in this case, it is difficult for the company to determine the amount of payment.
In this situation, we advise candidates to clearly present the number of job tasks, coordinate them with the employer and, based on this, agree on a salary.
5. The company is replacing the generalist
Some companies actively use the practice of combining several positions in one position. Cashier-administrator, accountant-lawyer – any combination can be. When such a person quits, the company has to find a replacement for the multi-machine operator, which is not easy. If you see versatile duties in the job description, this is most likely the situation.
Not everyone will agree to take on the functions of another position, and the company may be forced to look for two or three specialists at once instead of one. Accordingly, it is difficult to talk about the exact salary here.
6. The company has a policy of non-disclosure of salaries
Some employers are introducing bans on disclosing salary levels within the company. The reasons may be different – from the desire to suppress envy and gossip to avoidance of government checks.
Companies often assume that the approximate level of salaries in the field is known to specialists, and therefore do not indicate it.
7. The employer does not want to disclose the salary of a top specialist
Very often, companies carefully hide data on top management salaries. This is usually done to avoid heated discussions within the team.
In addition, hiring managers is different from hiring front-line employees – there are always serious, lengthy negotiations behind it. If you are applying for the position of a top specialist, and the salary is not indicated, this is a standard situation in which you can focus on your own salary wishes.
8. The company hides data from competitors
Another common reason why employers do not include salary on their resume is to hide information from direct competitors. Imagine that the salaries of all employees in the company are known to another firm. In this case, the competitor can lure away other people’s employees with a higher salary.
Also, competitors can raise salaries within their company, based on information about salaries in other companies – so as not to lose current employees.
How to understand what salary you can count on
There are several ways to determine your salary in order not to waste time on interviews:
- Estimate the size of the company and the requirements specified in the vacancy, and then try to find the most similar vacancy with the specified salary in a similar firm;
- When first communicating with a recruiter, ask them to announce at least the bottom salary before agreeing on an interview;
- Try to find information on other career resources. Companies always post vacancies on several sites, perhaps one of them will show salaries;
- Read reviews of the company or, if you dare, find employees of the company on LinkedIn or social networks and write to them.