Why don't many companies write salary when recruiting?

Now basically all major recruitment websites have requirements to indicate salary. If you don't fill in the salary, you can't publish the recruitment demand, which is to prevent this behavior from happening at the source.

However, more enterprises still choose to fill in the salary range instead of writing specific salary and treatment, mainly for the following three reasons:

1. Avoid competitors from knowing the salary range and salary system.

Nowadays, the competition for talents is more through salary, and the candidates are realistic. Whoever pays a high salary for the same position will go. If the enterprise makes the salary public, it is equivalent to handing over the opportunity of talent competition.

When the recruitment demand is posted on the Internet and the salary is indicated, competitors will rob talents with salary higher than the salary, and candidates will naturally choose high-paying enterprises, which will eventually make the recruitment enterprises at the bottom of the talent competition.

Two, to avoid internal staff to compare, or pay upside down.

Many companies have this phenomenon. The salary of newly recruited employees is higher than that of old employees, and even some employees are higher than that of department heads, which leads to the phenomenon of salary inversion. There is also a perception in the market that if you want to raise your salary, you want to jump ship.

This is because if the old employees are given the same salary, enterprises often can't recruit people, so they can only raise the salary standard to complete the recruitment. However, because of salary adjustment and other restrictions, the old internal employees may not get a salary increase for a while, which leads to the situation that the salary of new employees is higher than that of old employees.

In order to improve the recruitment, the salary level will be raised, and if the old employees see that the salary recruited in the same position is higher than their existing salary, they will feel unfair and lead to internal contradictions.

Third, every company is a broadband salary system, and many jobs are paid by people, not by posts.

Now companies are experimenting with broadband compensation. Every position has a salary range. How much to pay the applicant depends on the interview behavior and past experience. The fixed salary is not determined according to this position. Perhaps the final salary result of a position will vary greatly because of the different qualities of the candidates.

Therefore, most companies pay salaries by people, not by posts, and it is not clear how much a post can give.

To sum up, these aspects have affected the enterprise's inability to directly define the salary, but this is gradually being replaced by the salary range, and it is also very good for candidates to have a general understanding of the salary range.