Tech Professionals Want Salary Info in Job Postings: Survey Results

In a survey of tech professionals, we found almost 40 percent of you want more info about the offered salary range in the posting itself.

Job postings are meant to entice tech professionals and get them excited about the prospect of working for a company. As we noted in our original article, this isn’t always a cut-and-dry process; recruiters may not have a lot of info when posting a job, or the company may not have a detailed concept of the type of person it needs in the position.

Job seekers are mostly over it, as the survey results show. While 39 percent want to know what they’ll be making (or at least a salary range for the position), 25 percent want to know their schedule and if the job is remote-friendly. This underscores the blossoming feeling among tech professionals that working remotely is a key benefit; a separate Dice Insights survey shows remote work is as important to tech pros as health benefits.

Meanwhile, twenty percent of you want to know more general details about the job. What languages or frameworks are critical for the position? Is there a version of a language the app or service is currently on? Job seekers are tired of headlines and buzzwords: they want details before they burn lots of time applying.

Another 16 percent want more insight on the interview and hiring process. It’s a sign job listings should list how many interviews there will be, and what those interviews may entail. Will there be a whiteboard? More importantly, how long will the process take? Job seekers want to know how much time they’re expected to invest in the interview process, especially if it means they’ll have to take time off work.

Perhaps the most glaring aspect of these results is what you don’t see. In our original survey, the fifth option was “everything is fine” with job postings. It doesn’t register; a mere 0.004 percent of you think job postings are indeed okay.

This data indicates 100 percent of tech professionals think job postings can improve.

If companies held off on posting jobs until they had a very detailed view of what kind of tech professional they were looking for, it may speed up the long and expensive interview process. It may also discourage serious job seekers from spamming job listings. A big win for everyone!

4 Responses to “Tech Professionals Want Salary Info in Job Postings: Survey Results”

  1. Dice management: How about adding the capability to search postings based on compensation levels? Adding the search function would make it easier for top employers and top talent to connect. As it stands now, your good employers are lost in a swamp of cheap labor body shops.

  2. I’m probably not the only potential candidate who doesn’t appreciate receiving phone calls from headhunters (especially those pretending to be in New Jersey) who start a conversation with:

    Headhunter: “Hi. How are you? Are you looking for a new position? I have a job opening for “. What is your rate?”

    Me: “Have you sent a job description to me?”

    Headhunter: “No. I’ll do that. … Do you see it yet? How about now” etc.

    It would be so nice to actually be able to see the job description *before* the conversation turns to hourly rates or salary expectations and, much more importantly, whether said job is even remotely a fit to my background. Oh, and when you say you got a resume from Dice, it’d be nice if you took notice of the check box that indicates whether — or not — the candidate is open to relocation before calling about roles that are three month contracts halfway across the country. My checking that box and you ignoring it guarantees that our conversation is going to go south in a hurry.

    Also, when you tell me that this is a permanent position, I interpret that to mean permanent at the site where the work is going to take place. I seriously doubt anyone interprets that to mean a permanent position with some body shop that wants to place someone at a client for six months.

    Finally, our brief phone conversation is not a sufficient reason for me to grant you access to my LinkedIn network. [sigh]

  3. Steven J Porter

    I actually went through a grueling interview process. I never asked what the range was, I assumed a match based on the title. 2 phone interviews, one short onsite and a long onsite. Including over an hour with the communications officer to see if I was a good fit.

    The offer was 20% lower than my min.

    Wasted a lot of people’s time. Everyone assumed someone else had discussed it with me.

    • wageSlave

      Steven, I always recommend that tech professionals do what you did on purpose. Perspective employers need to know there is a lot of talent available just not at the price being offered. If no one with the right criteria is showing up to be interviewed the conclusion is that there is no talent available. Which is simply not true. No one is showing up at the price being offered.

      Furthermore, Katona’s rule states that managers don’t appreciate what they are not paying for. By going thru the hiring process, you are wasting their time. Time is money and they appreciate you more because they are paying a price. The same goes for the headhunters that think they are getting a big commission when you are never going to take the job. That is why headhunters ask for a salary range before they will even consider placing you. They are paying a price and showing their appreciation with their actions.

      I think showing the salary range is a great idea. It will make it easier to target the bottom feeders for appreciation. 😉