Fshould it be more transparent to be more attractive? To the Association for the employment of executives (APEC), “Employers are recommended to post salaries in job advertisements. Companies do it », says a hiring manager. But this is not the rule of the labor market.
On the imposing Indeed job aggregator, salary ranges sometimes accompany the ads: 27,373 to 40,480 euros per year for a position, for example, of automobile claims manager. On the other hand, the local compensation manager will have to apply blindly. This offer does not detail the remuneration, and it has been published for more than thirty days by an insurance group.
Despite recruitment problems in all sectors, “pay transparency is not an upward trend”, says Carlos Fontelas de Carvalho, president of ADP, payroll manager, in France and Switzerland. Faced with competition for technical skills, the carpooling company Blablacar is thus relying more on the level of remuneration, the distribution of free shares and all the perks (teleworking budget, parental leave, sustainable mobility) than on transparency. starting salaries.
Transparency is not a priority
“We do not display salaries in our advertisements. There is a need for maturity on these subjects, before being completely transparent. It would be dangerous not to take this into account., argues Stéphanie Fraisse, Blablacar’s HRD. It is sometimes difficult to respect internal equity within the company, while facing competition in the job market, where compensation levels are soaring for the skills most in demand.
Otherwise, “While the salary continues to be the priority for all staff, other components take a very important place, such as flexibility in the organization of work, teleworking and the possibility of switching to a four-day week. Before, companies compared themselves to the market and offered 10% more to win a recruitment. Now it’s not enough and they know it.” explains Carlos Fontelas de Carvalho.
Transparency does not impose itself as the priority criterion of attractiveness. “The share of salary is relatively low in the recognition expected by employees. It comes after respect and recognition of efforts, confirms David Mahé, founder and president of Human & Work, a group of HR consulting firms specializing in supporting employees. Posting salaries is a matter of consistency. The subject is to pay people the right price. But if we have new recruits paid 20% more than the current workforce, that creates difficulties. »
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