It’s no secret that the procurement and supply chain job market is pretty competitive right now. Companies all across the UK are desperate to attract and retain the top talent to meet the changing needs of their business and prepare for future challenges.
Brands and recruitment companies have just a couple of seconds to get their prospective candidates interested in their job ad over all the others. If the salary is attractive and competitive then surely it should be advertised? But the subject of money is of course contentious. For some businesses, for example, it can create resentment among employees.
At Bramwith we believe that starting on a transparent footing with potential candidates is 100% the best way forward. Here’s why your business should advertise the salary in your procurement and supply chain job ads.
You’ll encourage more people to apply
Naturally, quantity isn’t better than quality when it comes to job applications. But if you don’t encourage people to apply then you don’t stand much of a chance of securing the highest quality candidates. The statistics don’t lie. A recent study by Reed found a 27% increase in the number of applications for jobs that disclosed a salary. A Glassdoor study showed similar results, with salary (67%) being the top factor that job seekers look for in ads.
You’ll improve brand perception
Today’s procurement and supply chain professionals want to work for companies that share their values and who are committed to transparency, honesty and ethical business practices. Not showing something as important as remuneration on your job specs and ads risks giving the impression that you have something to hide.
This perception is particularly prevalent in younger generations, including Millennials. These are the future stars of the procurement and supply chain sector and therefore people you should be trying your best to attract and retain.
You’ll increase the diversity of your workforce
Every procurement and supply chain employer and every recruiter knows that increasing the diversity of your workplace is key to your success. The Reed study also revealed that 81% of diverse applicants won’t or are less likely to apply for a role without a salary stated so being open about what you’re offering should be central to your diversity and inclusion strategy.
Of course, your commitment to D&I doesn’t stop with salary transparency. Find out more about how to improve diversity in recruitment and the workplace.
You’ll demonstrate your commitment to closing the gender pay gap
While there has been some improvement around gender pay gap transparency, the issue very much remains. The UK Government’s latest gender pay gap report revealed that last year, women in the UK were paid 90p for every £1 earned by a man. Unfortunately, the entrenched culture and attitudes around salary negotiations linger on, too. The Reed survey found that 27% of women felt uncomfortable negotiating salary compared with 13% of men. Advertising the salary on your job ads will help level the playing field from the start.
Candidates will do their research anyway
If a candidate is interested in your job role they will endeavour to find out what the salary is likely to be themselves. Easy access to employer review sites like Glassdoor and Salary.com means it won’t take them very long either.
It will save you time in the long run
There’s little point in screening candidates and arranging and conducting interviews if you end up deterring them once they hear about the salary. Not only does this waste time for your team, your recruiters, and your HR colleagues it is also likely to leave your candidate feeling frustrated and with a bad impression of your brand. Looking for a job can be a time-consuming and emotionally exhausting business. Don’t risk wasting their time and spirit, as well as your own.
We hope this article on why your business should advertise the salary in your job ads has proved useful in your search for your ideal procurement and supply chain candidate. We know it isn’t easy for some brands to be transparent about what they offer. It’s a competitive landscape for recruiters but it’s a challenging time for businesses too.
We would always recommend advertising the salary if at all possible. If this just isn’t on the table then you could try simply putting ‘competitive salary’ on the ad, or similar. Or perhaps you could include a salary band, though remember that the candidate you choose will expect near to the top of these figures.
Attracting candidates in today’s marketplace isn’t easy. If you want to grow your procurement and supply chain team and need some support from the experts, contact the team at Bramwith today. We have access to the top candidates in procurement and supply chain and we’d love to help.
