“In job offers, we still too often see the components of the remuneration package (50% of the transport card, twelve days of RTT, 60% of mutual insurance), but not the salary itself. It’s a waste of everyone’s time says Nayla Glaise, president of the Eurocadres trade union organization. The European directive will help to reduce this opacity. » On April 24, the Council of the European Union adopted a directive on the salary transparencyto be transposed into French law within three years, which provides in particular that employers inform job seekers of the starting amount or the initial salary range of advertised positions.
This directive should accelerate an evolution already at work: between January 2019 and March 2023, the proportion of offers published on the Indeed site mentioning a quantified remuneration doubled in France, reaching 49.5%. These are professions that are struggling to recruit that have experienced the greatest increase in the share of offers “with salary”: hotel and catering, home care or even pharmacy. Conversely, 46% of French employees do not respond to job offers if the salary is not indicated, according to a survey by Robert Half conducted in April.
Companies are not mistaken: posting a salary, or at least a range, is a key asset to attract applications and recruit faster. “When a candidate enters our process, he knows very quickly what exact salary he can claim, which avoids three weeks of negotiation”, rejoices Paul Sauveplane, director of human resources (HRD) of Alan. This start-up specializing in health, which has 525 employees in France, Belgium and Spain, has applied total salary transparency since its creation in 2016. A grid accessible to all indicates remuneration with two factors: professional experience , and a level expressed in letters (from A to J) which demonstrates the skills.
Limited or even eliminated inequalities
At Lucca, a company of 500 people that offers HR software, transparency has also been essential from the outset: internal software makes it possible to consult the remuneration of each individual. “There is a grid, updated every six months based on market wagesexplains Charles de Fréminville, HRD. Everyone likes it, a lot of candidates come for that. »
The two HRDs also explain that transparency has made it possible to limit, or even eliminate, wage inequalities between women and men.
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