The poll had the participation of 20 thousand people and was carried out last week at the request of the g1 because of a bill that proposes that the salary range be informed in the announcement of vacancies. The proposal must pass through committees of the Chamber of Deputies and may be approved without going through the Plenary of the House.
The survey shows that 96% of voters would think better of applying for a job if it brought the salary amount.
On the other hand, 70% consider that this can create conflicts within the company due to the exposure of the salary range and 40% think that showing this type of information exposes strategic data to competitors.
Also according to the poll, 47% would apply for a vacancy even though they thought the announced salary did not meet expectations, hoping to be able to negotiate the value during the selection.
Another 90% would like to see the salary they are paying candidates if they worked at the company that is advertising the job.
For professional outplacement specialist Taís Targa, the survey shows that people want transparency, both the company employee, who wants to know the value of himself and his colleague in the market, and the professional who is looking for a job.
“Many times the candidate participates in many selection processes, does several interviews and at the end the salary proposal does not meet his minimum expectation. the salary value might not even have applied”, he says.
It is still taboo for her to talk about it. “Why can’t companies disclose people’s salaries? I think there’s no harm in that. I think we could have these numbers clearer and that Brazil wouldn’t have so much difficulty, so much taboo to talk about money, compensation, billing”.
Among the arguments against the disclosure of salaries in vacancies is the exposure of company and employee information.
“In addition, this disclosure can also generate internal discomfort if the salary offered is higher compared to that paid to those who work in the company and perform the same activity”, comments Taís.
Those in favor of disclosure argue the candidate’s frustration with the value revealed after spending time and money on the selection stages. In addition, candidates claim to be victims of the “auctions” that companies make when announcing “salary to be agreed” or asking for salary claims, without giving up the demands of the positions.
Taís Targa believes that everything that shows transparency is important, both for the company and for employees and candidates.
“But when we talk about the selection process, companies usually have a salary range that encompasses seniority, training, time of experience. There are several levels within the range and it is not known for sure how the professional will be classified. So the correct thing would be remuneration from this amount, which can be changed depending on the seniority level of the professional. Many companies will not be able to work with a fixed salary”, he says.
For the outplacement specialist, it would be important for the company to set the salary range starting from a minimum remuneration, but knowing that that remuneration is not definitive for a next professional.
Taís comments that employers may not want to attract candidates just for the salary, but because they are interested in working at the company, because they like it, they see a purpose there and they see themselves in that activity. On the other hand, the professional who is only interested in remuneration will already discard the vacancy before applying.
“Among my outplacement clients, for example, if the salary is a little lower I tell them to apply to see if the company has some flexibility. So the company could have two job models, one with a salary offered and no flexibility, another with salary offered Y, but with flexibility, because the professional is not limited only by the salary issue”, he suggests.
The specialist points out that sometimes the company opens a vacancy without knowing what the salary proposal will be because it wants to make the offer after evaluating the candidates.
“In addition, the professional sometimes does not know about the company’s benefits package, the indirect remuneration, and ends up discarding an opportunity that perhaps would have the flexibility of being a higher salary. game”, he ponders.
For Taís, it’s no use being transparent in terms of salary and not being able to inform the name of the company or a corporate email for the professional to send the resume. “It’s a sensitive subject, many companies will not want to put the salary range, and there is also the option of not saying the name of the company, but that also makes transparency difficult.”