In the hiring process, salary discussions often set the tone for a candidate’s relationship with a company. Many employers include a salary range in job postings or interviews to attract a wider pool of applicants. However, some organisations do not honour these stated ranges, offering figures at the very bottom – or even below – what was initially promised.
This practice might seem like a small compromise to save money, but it can have severe repercussions on a company’s reputation, employee satisfaction, and long-term hiring success. Why is sticking to your stated salary range crucial and how not doing so undermines your business.
The Appeal of Posting Salary Ranges
Listing salary ranges in job postings is increasingly common, showing transparency in pay practices, and candidates prefer knowing upfront whether a role aligns with their financial expectations. A salary range signals openness and fairness, reassuring candidates that the organisation values their time and skills.
But when employers do not honour these ranges – offering salaries far below what was said – they break trust before the relationship even begins.
The Risks of Offering Unrealistic Ranges
- Erosion of Trust and Reputation
When candidates feel misled about pay, their belief of the company changes instantly. Even if they continue with the interview process, doubts about the company’s integrity linger. Worse, candidates often share their experiences online, tarnishing the company’s employer brand and discouraging future applicants.
- Wasted Time for All Parties
By advertising an inflated range, companies attract candidates with higher expectations. These candidates invest time preparing for interviews, only to be blindsided when the final offer falls short. This wastes the time of both candidates and hiring teams, prolonging the recruitment process, and frustrating everyone involved.
- Difficulty Closing Deals with Top Talent
Skilled professionals know their worth. If an employer offers a salary significantly lower than the stated range, high-performing candidates are likely to walk away. The company then loses out on qualified individuals who could have contributed significantly to its success.
Why It Happens – and Why It Shouldn’t
Employers often cite budget constraints or a desire to leave room for negotiation as reasons for offering less than the stated range. But these justifications do not hold up in today’s job market, where transparency and fairness are increasingly prioritised.
What Employers Should Do Instead
- Post Realistic Salary Ranges
The easiest way to avoid problems is to post accurate ranges that reflect what the company is genuinely willing to pay. If your budget is firm, make that clear from the start.
- Use Ranges Strategically
Salary ranges should reflect not just the company’s budget but also the skill level and experience needed for the role. A narrow range shows clarity, while a wide range can suggest flexibility – so long as you’re prepared to honour it.
- Avoid Tactics
Never post an inflated range just to attract more applicants. Instead, focus on clearly communicating the value the role offers, including non-salary benefits like bonuses, professional development, or remote work options.
- Train Hiring Managers
Ensure hiring teams understand the importance of salary transparency and consistency. Clear guidelines help prevent misunderstandings and ensure that offers align with what was promised.
- Be Honest When Expectations Don’t Match
If budget constraints prevent you from meeting a candidate’s salary expectations, address it openly in the first interview or on application. Don’t wait until you are 3-4 interviews in or even at offer stage. Candidates appreciate honesty and may still accept the role if other aspects of the offer are compelling.
The Benefits of Integrity in Salary Practices
When employers commit to fair and transparent salary practices, the benefits are profound:
- Improved Reputation: Candidates are more likely to trust and recommend companies that uphold their promises.
- Stronger Talent Pipeline: Honouring salary expectations attracts skilled professionals who value honesty and transparency.
- Better Employee Retention: Employees hired under clear, fair conditions are more likely to feel valued and remain loyal.
Stating a salary range you don’t intend to honour may seem like a harmless way to widen your applicant pool, but the long-term consequences are anything but minor. Broken promises damage trust, harm your brand, and make it harder to attract and retain top talent.
By committing to transparent, realistic compensation practices, companies can foster trust, strengthen their reputation, and build teams that are engaged and motivated from day one.
