It’s the New Year, and with the raft of resolutions we’ve all made, one of the most common will be to get a new job with a new employer. January is one of the most active times of the year for people seeking greener grass and pastures new, as they leave their current employer and seek a fresh challenge. And for hiring managers and recruiters, that can mean a higher than usual volume of vacancies to fill. 

When it comes to creating job advertisements for professional, annual salaried jobs, not everyone is aligned on whether they should state the salary, or at least the salary range, on the ad. Some employers are concerned about internal frictions that may be caused by employees knowing the potential salary of past, present or future colleagues. Others fear over-commitment, so are intentionally vague in the hope they won’t have to pay a truly competitive rate. The fact is, too many job ads fail to provide their audience with one of the most important hygiene factors of a job - how much money you’re going to get paid for spending the majority of your life away from friends and family.

A 2017 study into youth recruitment found that a lack of basic information forms a major barrier for younger applicants. One in three job descriptions made no mention of salary details. 

Additionally, a 2016 Glassdoor survey, found that 'salary / compensation' was the number one piece of information job seekers look for when researching where to work. 

Whatever you think about putting salaries on your jobs ads, Google is about to force your hand, I’m afraid. And it’s about time. 

Not only is it considered good practice to put salaries on your job ads (think about the amount of time that could be saved for you and your candidates if they knew the salary before hitting the apply button) but Google’s soon-to-land-in-the-UK job search aggregation platform (known as Google for Jobs) wants to see salaries on job ads too. 

Here’s the sucker punch; If you don’t put a salary or salary range in the ad, and code the job description appropriately so that Google can understand it, Google will start providing the user with an estimate as to what it thinks the salary could be, based on 3rd party data and insight (largely from the likes of Glassdoor, Paysa and Payscale). 



So, what are you waiting for? Show me (or precisely, your candidates) the money. Or Google will instead. 

If you want to learn more about Google for Jobs, or how you can ensure your job descriptions are ready and optimised, drop me a line at or visit and check out our powerful recruitment marketing software that does it all for you.

Director of Digital Strategy

Nathan helps organisations optimise their recruitment marketing strategies by leveraging technology, creativity and data. In his role at employer marketing agency AIA Worldwide, Nathan has played pivotal roles in developing content marketing and social media strategies for large multinational corporations, as well as being a driving force behind a number of careers website projects and hiring strategies powered by the agency’s proprietary automated recruitment marketing software, TalentBrew. Catch him on Twitter, where he tweets all things digital marketing, branding and tech.