Recruitment Transparency Initiatives

A couple years ago, we started including salary ranges in our job ads for Hemmat Law Group. This was when salary transparency was still uncommon. The result? An instant rise in applicants. We started getting 50 to 70 applications per role in our small family law firm, without any recruiting spend. Given that our previous roles had gotten a bare handful of applicants, that was a lot more than we were expecting. But our theory has proven correct. Including compensation details in job ads gives us a recruiting edge when attracting and keeping talent. This is especially important for companies competing with bigger, more established firms. CNBC recently published a piece about Gen Z in the workplace that highlighted our approach. https://lnkd.in/gk3N_wbP According to the article, 85% of Gen Z job seekers are less inclined to apply for a job if the salary range is not disclosed in the listing. Salary transparency has become a priority for many Gen Zers thanks to the higher cost of living and economic uncertainty. And just as importantly, salary transparency keeps both applicants and firms on the same page from day 1 in the recruitment process. It builds trust. It builds integrity. It is the right thing to do. Our ability to employ many Gen Zers with a near 100% retention rate has a lot to do with how we incorporate Gen Z’s values and priorities in our day-to-day practices.

If You Can’t Share the Pay, Don’t Post the Job! 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐃𝐄𝐒𝐄𝐑𝐕𝐄 𝐭𝐨 𝐤𝐧𝐨𝐰 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐞𝐧𝐬𝐚𝐭𝐢𝐨𝐧 𝐛𝐞𝐟𝐨𝐫𝐞 𝐚𝐩𝐩𝐥𝐲𝐢𝐧𝐠 𝐟𝐨𝐫 𝐚 𝐣𝐨𝐛! Here’s why pay transparency matters: ↳It helps align financial expectations upfront. ↳ It prevents wasted time for candidates and recruiters. ↳And honestly, it’s just the RIGHT thing to do. As a Recruiter, I firmly believe in open and transparent conversations about pay: ↳ I include compensation details in job descriptions. ↳I mention compensation in phone screen invites. ↳ I discuss compensation within the first 3 minutes of my screening calls. Why? Because expectations and circumstances can change, and clarity is key. Pay transparency is more than just a nice-to-have, it’s essential for building trust, saving time, and creating better experiences for both candidates and employers. Let’s normalize transparency!

85% of Gen Z job seekers will not apply to a job if the pay range hasn't been listed. Even if your company has a policy of not listing salary in the job posting, you can build transparency as a hiring manager by bringing up compensation in the first hiring call. Say something like, "We have a budget of X to X dollars for this role. Based on your experience, where do you fall within that range?" Once you've hired that person to your team, bring up salary often—more than once a year in the performance review. At least once a quarter, ask in your one-on-ones, "Are you satisfied with your job? Do you feel fairly compensated?" Setting a culture of compensation transparency from the first interaction with a prospective employee can make a huge difference in closing the pay gap and attracting top talent. What do you do—either as a leader or an employee—to make sure there's salary transparency in your organization?

This needs to stop in the recruiting industry. One of the most mind-boggling trends I’ve seen lately is how often recruiters submit candidates’ resumes to clients without ever truly informing the candidate—sometimes not even telling them who the client is or what the role involves. This isn’t just bad practice. It’s a bad look for everyone involved. In some cases, candidates are getting calls from clients about roles they didn’t even know they were submitted for. That’s not just awkward—it’s unprofessional. I’ve been in the recruiting industry for over 20 years, and one standard I’ve always held firm to is transparency. It’s simple: get the candidate’s permission before submitting them. Share details. Have a real conversation. After all, what’s the point of submitting a resume if the candidate isn’t even interested? It’s a colossal waste of time and energy for everyone. The industry must get better. We owe it to our clients, our candidates, and our own reputations. Let's make transparency our focus this year! #TransparentRecruiting #HigherStandardofrecruiting #CriticalFitRecruiting

This week, a topic caught my attention that I believe is crucial for improving government hiring practices: salary transparency. A post from someone in my LinkedIn network highlighted a job opportunity that deferred the discussion of salary to the interview stage with the phrase, “Salary to be discussed at interview.” This approach, I believe, is a missed opportunity for both employers and potential employees. From an employer’s perspective, being upfront about the salary range is not just about transparency; it’s a strategy to attract the right talent. When potential applicants see a clear salary range, they can immediately assess if the opportunity aligns with their career and financial expectations. This openness can attract a pool of candidates who are genuinely interested and informed about the position’s value, saving time and resources for everyone involved. For applicants, knowing the salary range up front is equally important. It allows them to decide if the role meets their financial needs and career goals, which is fundamental in deciding where to invest their time applying. No one wants to go through the lengthy process of applications and interviews only to find out that the compensation does not meet their requirements. I advocate for more government agencies to embrace salary transparency in their job postings. It fosters a more respectful and efficient hiring process and ensures that both parties can make informed decisions from the outset. Let’s open the door to discussions that respect the time and needs of all involved, setting the stage for more meaningful engagements in the public sector. #GovernmentInnovation #PublicSector #HiringBestPractices #Leadership

Exciting News for DC Job Seekers‼️ As of yesterday June 30, 2024, Washington, D.C. rolled out the Wage Transparency Omnibus Amendment Act of 2023, bringing transformative changes to how jobs are posted and filled. Here’s why this is a game-changer: ✅ Transparent Salaries: No more guessing games! Employers must now include the minimum and maximum salary or hourly wage in all job postings, both public and internal. This clarity empowers candidates to make informed decisions right from the start. ✅ Benefits Upfront: Health and compensatory benefits information must be shared before the first interview. Candidates will know exactly what’s on the table, making the interview process more transparent. ✅ Goodbye to Wage History Questions: Recruiters and employers are prohibited from asking about or using an applicant’s previous salary history during the hiring process. Hopefully, closing the wage gap. ✅ Know Your Rights: Employers must display a notice informing employees of their rights under the new law in a visible location. Knowledge is power! As reverse recruiters, these changes enable us to advocate more effectively for our candidates, ensuring they are matched with roles that offer fair and transparent compensation. It’s a win-win for job seekers and employers alike, promoting a more honest and open job market! #Recruitment #PayTransparency #HR #TalentAcquisition #DCJobs #EquityInHiring ____ 🙌 I'm Rana – your job search strategist! 🧘♀️ Advocating for remote work, mental health, & work life harmony 👥 Follow for insider tips and support in job search ✉️ Need assistance in your job search? Reach out: https://buff.ly/4b0R5Ge

🔍 Navigating the New Era of Pay Transparency in Job Postings (a friendly reminder) In the evolving landscape of employment, pay transparency has become a pivotal topic, especially with this year’s legislative changes in California and across the US. 🌟 California Leads the Way: Starting January 1, 2023, California joined the ranks of states mandating pay transparency in job listings. This law requires employers with 15 or more employees to include pay scales in job postings, setting a new precedent in the job market. A Growing Trend Across the US: Similar laws are taking effect in various states and localities, reflecting a nationwide shift towards greater pay transparency. This movement aims to promote equity and fairness in compensation, empowering job seekers with crucial information upfront. 💡 Implications for Employers and Job Seekers: For Employers: This calls for a more strategic approach to compensation structures and recruitment practices. Being transparent about pay can not only comply with the law but also enhance employer branding and attract top talent. For Job Seekers: This transparency empowers candidates to make informed decisions and negotiate effectively, leveling the playing field in salary discussions. 🤝 A Step Towards Equity: These changes signify a major step towards addressing pay disparities and fostering a more equitable job market. It's an exciting time for both employers and job seekers, as we move towards a more open and fair industry standard. #PayTransparency #JobMarket #EmploymentLaw #CareerDevelopment #EquityInHiring"

Executive Recruiting Is Broken — And Job Seekers Deserve Better In my search for my next CEO or Operating Partner role, I meet with many executives and participate in several networking groups. One theme comes up again and again: A recruiting process that treats candidates with disrespect, silence, and scams. Here’s what I hear and experience far too often: * Ghost Jobs — listings left open with no intent to hire, wasting time and distorting the market. * Candidate Ghosting — even after multiple interviews, candidates hear nothing. If leaders treated customers this way, they’d lose their business. * Executive Recruiter Scams — outreach about the “perfect role,” followed by a demand that your résumé be “ATS formatted” (for a fee, of course). * Loan Application Scams — being told to apply for an SBA loan as a prerequisite to a senior executive role. Completely fraudulent. * Shady Interview Practices — “interviews” conducted exclusively via WhatsApp, Telegram, or text messages. Red flag after red flag. And let’s not forget the billions job seekers lose annually to fake recruiters and bogus onboarding schemes. This isn’t inefficiency, it’s unethical behavior. It erodes trust in companies, recruiters, and the hiring process itself. The hard truth: - Executives see it. - Candidates feel it. - And employers who allow it will pay for it in damaged reputation and missed talent. It’s time to stop hiding behind “process” and start treating job seekers with the respect they deserve: Post only real jobs. * Communicate with transparency. * Protect candidates from scams. * Close the loop, every time. Anything less isn’t just lazy — it’s unacceptable. #Recruiting #ExecutiveSearch #Leadership #TalentAcquisition #Transparency #FutureOfWork #CandidateExperience

Transparency Builds Trust: The Case for Pay Scale in Job Posts Job seekers deserve clarity when making one of the most significant decisions of their careers—choosing where to work. Listing pay scales in job postings is crucial to fostering fairness, efficiency, and trust in the hiring process. When companies openly share salary ranges, candidates can make informed choices, ensuring alignment between expectations and reality. This transparency also empowers historically underpaid professionals to advocate for equitable compensation, reducing disparities in the workforce. For businesses, salary transparency streamlines recruitment. It prevents mismatched expectations and wasted time on interviews, which can lead to misalignment due to undisclosed compensation. Employers with clear salary brackets signal their commitment to integrity, making them more attractive to top talent. Moreover, transparent pay discussions cultivate internal fairness, encouraging existing employees to feel valued and reducing turnover rates. Beyond individual benefits, public salary disclosures push industries toward standardized and equitable pay structures. When organizations openly share salary ranges, they contribute to a culture where compensation is based on merit, market trends, and fairness, rather than secrecy or negotiation tactics that disadvantage certain groups. In a future where talent acquisition is more competitive than ever, companies embracing salary transparency will attract the best candidates and foster a culture of inclusion and respect. It’s time for job postings to reflect the values of a modern, ethical workplace. Whether you’re a job seeker, hiring manager, or business leader, advocating for pay transparency isn’t just a choice—it’s a necessity in creating an equitable future. Do you think transparent salaries should become the standard? Let’s start the conversation in the comments below. #humanresources #business

𝐇𝐨𝐰 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐢𝐬 𝐄𝐯𝐨𝐥𝐯𝐢𝐧𝐠 𝐚𝐧𝐝 𝐖𝐡𝐚𝐭 𝐈𝐭 𝐌𝐞𝐚𝐧𝐬 𝐟𝐨𝐫 𝐘𝐨𝐮𝐫 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 As the world of work changes, so does the world of recruitment. Driven by technological advancements and a rapidly changing global landscape, the hiring process is evolving at an unprecedented pace. Our upcoming Talent Trends Report 2025, a global survey of over 50,000 professionals, delves into the key factors shaping decision-making for both clients and candidates in this dynamic environment. And while flexibility and salary remain critical, we’re seeing some definitive new trends emerge. 🔹 Job seekers are being more deliberate in their choices. They’re seeking clarity on what “hybrid” means, how companies invest in employee development, and what flexibility really looks like. 🔹 Hiring managers are walking a tightrope, balancing the need to move quickly with ensuring candidates possess the right skills for long-term success. 🔹 Both sides are feeling the pressure with increased counteroffers, and changing expectations on both ends. So, how can businesses navigate this competitive hiring landscape and build stronger teams? ✅ Clarity is key – Candidates value transparency. Whether it’s about salary, flexibility, or career growth, organisations that communicate openly from the get-go are more likely to attract and retain the right talent. ✅ Hire for potential, not just experience – While traditional qualifications matter, skills like adaptability, problem-solving, and growth potential are equally critical. Companies that look beyond job titles and focus on capabilities will future-proof their teams. ✅ Make hiring a two-way experience – The best companies engage with candidates, showcasing not only the role but also the company culture, team dynamics, and opportunities for career development. While this fast-moving environment continues to develop, a pathway for employers is clear; as candidates become more discerning in their job choices, organizations must prioritize transparency. The key to success lies in fostering an open, flexible, and growth-oriented workplace that appeals to the needs and expectations of today's job seekers. #TalentTrends2025 #CompeteOnClarity #TT25