Should You Include Salary in Job Ads?

We have over 16 years of experience working in recruitment across Australia and New Zealand, partnering with small businesses through to national employers. One question has never gone away, but it has become far more important in recent years 

Should we include the salary in the job ad?

Based on Australian job market data and what we see every day in live recruitment campaigns, salary transparency is no longer a “nice to have”. It is a practical lever that directly affects response rates, candidate quality and speed to hire.

What the Australian data tells us

SEEK data and broader Australian hiring research consistently point to the same conclusion:

• Around 65 percent of job ads on SEEK do not include a salary range
• 69 percent of candidates are more likely to apply when salary information is shown
• 62 percent of job seekers report frustration when pay details are missing
• Approximately 25 percent of candidates will not apply at all without salary visibility

From a recruitment perspective, that means one in four potential candidates may opt out before you receive a single application.

What we see when salary is not included

• Lower overall application volume
• Higher numbers of misaligned or speculative applicants
• Late-stage drop off once salary expectations surface

In practice, this often adds days or weeks to the hiring process. Employers spend more time screening, more time having difficult conversations, and in some cases, need to restart the search entirely.

Why salary comes up early in our consultations

During the initial consultation with a client, salary strategy is one of the first things we cover. Not because there is one perfect answer, but because it influences:

• how many candidates apply
• how well matched those candidates are
• how quickly the role progresses to interview and offer

Including a salary range does not remove flexibility. It provides context. It allows candidates to self-assess whether the role aligns with their expectations before applying.

Best practice salary guidance

After years of testing and refining job ads, these are the approaches that consistently perform best:

• Use a realistic salary range that reflects the current market, not internal history
• Avoid excessively wide ranges, which can reduce trust and clarity
• Position salary alongside other benefits such as stability, flexibility, development or hours
• Review salary benchmarks regularly, particularly in competitive or skills-short markets

Employers who follow these principles generally see stronger application quality and faster shortlisting.

Key actionable takeaways

If you are about to advertise a role, ask yourself:

• Will excluding salary reduce the number of suitable applicants?
• Could transparency save time later in the process?
• Is the salary range competitive for the current market?

In most cases, being clear upfront leads to better hiring outcomes.

Final thoughts

Salary transparency has become a decisive factor for Australian job seekers. From a talent acquisition perspective, it is one of the simplest changes an employer can make to improve response rates and reduce friction in the hiring process.

That is why we help clients think through salary positioning before their role goes live. A well-structured job ad sets the foundation for a faster, more effective hire.

If you would like help reviewing salary ranges or setting up a role, we are always happy to assist as part of your recruitment consultation.

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