When posting a help-wanted ad, you might wonder whether to include salary or wage information. If you do, job applicants appreciate the details. On the other hand, you\u2019ll likely get fewer responses if the compensation doesn\u2019t meet a candidate\u2019s needs. In some states, cities and counties, employers no longer have such an option due to transparency laws. Like many legal matters, the requirements vary by a veterinary practice\u2019s location.<\/p>\n
First, determine whether you conduct business in a jurisdiction that demands salary and wage information be revealed during the hiring process. If yes, research the requirements to be clear about your responsibilities.<\/p>\n
California was among the first states to have such a law with its amended Equal Pay Act. As a result, employers may not ask about a candidate\u2019s salary history, and the pay range must be disclosed if an applicant inquires after the first interview. California also requires employers with at least 15 workers to post pay ranges on ads for jobs based in the state.<\/p>\n
Maryland\u2019s law is similar to California\u2019s. Elsewhere, Colorado\u2019s Equal Pay for Equal Work Act says employers must list the compensation in job ads, notify workers when opportunities for promotion exist, and maintain job descriptions and wage records of current employees for two years after their termination.
\nSimilar laws exist in Connecticut, Nevada, Rhode Island and Washington State.<\/p>\n
Therefore, regardless of your practice\u2019s location, understand which mandates you might be subject to at the local or state level.<\/p>\n
Transparency laws help job seekers self-select work locations and give them a starting point during salary negotiations. In addition, human resources professionals save time because people unsatisfied with a posted salary probably won\u2019t apply. And employers dodge interviewees who, under the old rules, lost interest once they learned about the pay.<\/p>\n
If your practice\u2019s pay is competitive, posting salary information almost certainly increases the number of applicants. A 2022 survey by Indeed found that 75% of U.S. job seekers were more likely to apply when a salary range was divulged.<\/p>\n
Another positive aspect of transparency laws is that companies have more difficulty offering different pay rates based on gender and other personal characteristics.<\/p>\n
Salary transparency laws can have negative consequences. For example, if a veterinary practice offers more compensation to candidates to attract them, current employees with more experience might complain that they\u2019re underpaid and demand a raise. The Society for Human Resource Management opposes California\u2019s law for that reason.<\/p>\n
The wider pay gap also could cause seasoned employees to look for another job, compounding the veterinary labor crunch, especially at smaller practices.<\/p>\n
Interestingly, more companies post salary ranges nowadays in the absence of transparency laws. According to a study by the advisory firm WTW, 17% voluntarily disclose pay rates. Also, 62% of those surveyed planned to reveal pay rates at some point or are at least considering it.<\/p>\n
Companies that aren\u2019t required to post pay information and don\u2019t do it list administrative complexity and potential adverse employee reactions as among the reasons.<\/p>\n
When writing a help-wanted ad, and regardless of whether you disclose the pay, try to feature other aspects of your veterinary practice. Listings should go beyond the nuts and bolts of a specific job position, succinctly provide a snapshot of your practice\u2019s culture and work environment, and explain what makes your business special. Job postings are also called \u201cjob ads\u201d for a good reason.<\/p>\n
The goal is to capture an applicant\u2019s attention and quickly engage the person. Therefore:<\/p>\n
Not being upfront about salary information in veterinary job postings can reduce your candidate count.<\/p>\n","protected":false},"author":292,"featured_media":23983,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"iawp_total_views":0,"footnotes":""},"categories":[406],"tags":[],"class_list":["post-23981","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-june-july-2023","column-h-r-huddle","clinical_topics-human-resources"],"acf":{"hide_sidebar":false,"hide_sidebar_ad":false,"hide_all_ads":false},"yoast_head":"\n