Benefits of Pay Transparency

Thanks to salary transparency movements across the country, many cities and states have adopted new laws requiring businesses to disclose compensation ranges on job postings. And while discussing compensation may feel controversial, it benefits people on both sides of the coin. At MassLive Media Group, our team discusses some of the advantages of pay transparency policies and why you should consider making it common practice at your business.

You Can Avoid Candidates Outside Your Budget

As many employers have found, the talent acquisition process is complex across roles and industries. Having an agile set of recruitment marketing capabilities at your disposal helps ensure you’re tapping into passive and active job seekers that best suit your establishment. One way pay transparency helps streamline this process is it sets clear expectations from the start.

This makes it less likely for candidates outside your budget to apply, which means you can streamline the hiring process. Only researching, interviewing, and extending offers to worthwhile candidates frees up your valuable time and resources.

It Looks Good from a Branding Standpoint

No matter what your company puts out into the world, everything is reflected back to your reputation as a business. This is true for social media posts, paid advertising, corporate meetings – and yes, job postings, too. Pay transparency can benefit your brand in several ways, including:

  • Competitive edge: Disclosing pay rates for different positions helps you compete with competitors who have already taken this leap (and puts you ahead of those who haven’t).
  • Recruitment efforts: When job seekers know their transition to your company will benefit their income, they’re more likely to apply.
  • Customer growth: Many customers value brands that uphold high ethical standards and are honest with their employees – advertising your company as one that values transparency can help turn potential clients into loyal customers.

Open Salary Practices Create a More Positive Company Culture

What about your current employees? Job satisfaction is the foundation of a thriving business and can be a big part of your success story. Embracing the transparency movement gives companies the chance to create a culture built on mutual trust. Your team can feel confident in their roles knowing you’re an employer who values equitable pay practices and provides a fair wage for their work. And if this is a new change for your company, you can use current salary data to make adjustments. If your workers feel you can thoughtfully close pay gaps, they may:

  • Become brand ambassadors who help strengthen your recruitment efforts
  • Increase their level of engagement and productivity
  • Be more likely to stay long-term, decreasing your turnover rate

What’s more, employees and managers can have more productive discussions about raises and benefits. When people know how much their coworkers make across teams, levels, and roles, they may be less likely to try to ask for a significant pay increase that the company can’t reasonably grant.

Gen Z Values Transparency

For employers seeking to attract fresh, new talent, being clear about the salaries for their job listings is critical to a successful recruitment marketing strategy. Many Gen Zers won’t even apply for a job if the compensation isn’t listed. True to its progressive nature, this generation is more open about salary discussions and wants to know how much they’ll receive annually for the roles they’re interested in.

This generation lived through the hardships of the COVID-19 pandemic and has seen firsthand how it affected the workforce. They likely know many people who lost their jobs, were forced to make difficult professional choices, and accepted pay cuts just to make ends meet. Along with salary, this demographic wants to know they’ll be able to achieve a healthy work-life balance and have benefits they find attractive. Creating an atmosphere based on trust and openness – and advertising that piece of your company culture – can help you increase the number of Gen Z candidates in your talent pool.

Get Closer to Closing Pay Gaps

It’s no secret that pay gaps exist across gender, racial, and ethnic lines. What’s more, some demographics are less likely to negotiate pay than others, which deepens pay gaps even further. Transparency policies help ensure all new hires begin at the same level and progress fairly.

It also helps companies detect and eliminate discriminatory pay practices, whether intentional or unintentional. While adopting company-wide changes, employers are forced to examine their current compensation philosophies for discrimination and pave the way toward a more equitable future.

Put Your Best Foot Forward with MassLive Media Group

Addressing topics like pay equity and transparency as part of your company’s marketing strategy goes beyond salary itself. Let MassLive Media Group help you showcase your open, honest company culture in its best light. Our team uses the most current marketing strategies to help you reach job seekers and can make timely recommendations as company needs evolve. Contact us today to schedule a consultation.



Manufacturing Recruitment Strategy

Worker shortages in manufacturing industry is real. Highly skilled positions remain open as a significant portion of the manufacturing workforce is nearing retirement age. For manufacturers, building and maintaining a robust and skilled talent pool is key for both short-term and long-term hiring success.

Recruitment Marketing as a Relationship Builder, Not Just Candidate Sourcing

Don’t wait to be present until a position is open – consistently position your brand in front of both passive and active job seekers. Consistent branding creates a talent pool who is familiar with your company, benefits, culture and therefore more likely to consider you when looking to make a career change. Top of the funnel marketing tactics such as video and display make your brand presence known.

Build A Connection By Understanding Your Best Potential Candidates 

Develop personas, marketing strategies and campaigns specific to your common open positions. Different positions attract different types of candidates. Understanding the nuances allows you to more directly content with job seekers, to communicate your company story and to welcome them into your culture with a personalized approach. Seek out a recruitment marketing partner with a deep data bench, capable of developing audience segments, media placements and creative to speak directly to specific candidate audiences.

Enhance Your Job Board Presence with Display & Video

Placements on job boards are effective in reaching those actively seeking a position. However, other traditional marketing methods like targeted display and video allow companies to share their full story. More visual formats let prospective candidates see your benefits and experience your culture. Both elements that can cause them to choose you as their next employer – over your competition.


Healthcare Recruitment Strategy

A growing aging population, pandemic burnout and a ramp up of traveling nurse opportunities have put a strain on healthcare recruitment. Nurses are in high demand – with an abundance of employment options to choose from. How does your healthcare facility standout in this mad dash for employment?

Invest in the Community You Serve

Healthcare is essential to the community. Consider supporting the community you serve by sponsoring local events, job fairs and awards to keep your organization top-of-mind. Not only will these positive associations bring your organization front and center, it will also generate positive word of mouth among the community – reaching friends and families connected to potential candidates.

Showcase Company Culture

Give a glimpse of what its like to work at your organization on any given day. Show the people who work there, the halls to be walked and the benefits to be had. Video succinctly communicates positive culture through virtual tours, testimonials and more. Written testimonials and other content featuring current employees lend authenticity to your showcase.

Replenish Talent Pools with New Grads

New graduates are critical in helping to fill staffing gaps and to replenish talent pools. Utilize highly targeted strategies to reach new graduates, while still on campus, where they are spending their time. Hyper local mobile targeting puts your organization front and center among soon-to-be-graduating adding you to their consideration set for post-graduation employment.


Education Recruitment Strategy

Like most categories of business, education providers are facing faculty and staff shortages. Finding experienced and passionate educators and faculty continues to be a challenge. Education institutions should look beyond salary and benefits to larger strategies to drive interest and applications for the upcoming school year ahead.

Build Your Talent Pool with Year-Round Strategy

Primary education recruitment season begins at the end of the previous school year, with many schools starting from scratch every year. Establishing a year-round recruitment marketing strategy, allows you
to reach faculty and staff considering a change throughout the school year, adding them to your talent pool as the year progresses. Having a year-round plan also puts your institution front and center, outside of the more cluttered traditional recruitment period.

Utilize Your Community As A Recruitment Tool

Your community has the potential to be a unique selling point for your institution. Consider highlighting the quality of life – showing prospective employees the community you serve. Community events, local activities, cost of living and more can have pull over prospective employees looking to make a move or to enjoy a way of life your community offers. Partner with local events, local organizations and even your convention and visitors bureau to generate content about your community.

Job Fairs Help Build Awareness of Your Institution

Passive and Active job seekers join job fairs to learn more about prospective districts and institutions. By merely being present, among your competition, you can ensure that your district or institution is in the consideration set for educators looking to make a career move. Both in-person and virtual career fairs provide additional visibility and awareness for your institution.


Warehouse Recruitment Strategy

Warehouses are experiencing unprecedented growth thanks to a shift towards online shopping. As growth continues and timely shipping remains critical, warehouses face a continual shortage of workers.

Tout the Benefits That Make You Stand Out

Warehousing jobs are not historically known for good benefits and upward mobility. With changing demand and increased competition, more warehouse companies are adding long-term benefits and job training to their offerings. As an employer, tout benefits like 401Ks, employer matching and paid training as part of new hire packages. Talk about your openings more as long-term careers vs. short- term or holiday employment for additional appeal.

Get Connected In the Community

Grassroots community efforts and word of mouth tactics still hold strong in warehousing recruitment. Sponsoring local community events and job fairs raises brand awareness in the community, spreads positive sentiment about your organization and jump starts word of mouth. This simple activation makes your organization more likely to be noticed by potential job seekers and considered as a stable, future local employer in a future job search.

Local Jobs, Local Placements

Warehousing recruitment pulls most applicants and new hires locally. Very rarely to companies hire outside of their immediate market. Tap into the local job seeker scene through local job boards, job fairs and other local job posting opportunities. Local job seekers continually use these outlets to find new employment opportunities.


Trucking Recruitment Strategy

Facing an aging workforce and increased competition for new talent, the trucking industry struggles to keep recruitment pipelines full and trucking routes staffed. Trucking industries should look to implement full-funnel marketing strategies to not only attract active job seekers but it keep talent pools fresh with new prospects.

Address Trucking Industry Myths

Increase top-of-the-funnel prospects by introducing the benefits of a trucking industry careers to passive job seekers. Address potential concerns head-on, including hours, mileage goals and living conditions while highlighting employment benefits such as 401K matching, healthcare and time off. Video and written content are both great vehicles to communicate this information.

Stay in Touch with Prospects

Deciding to change careers can be a lengthy process for passive job seekers. Keep your talent pool active with periodic communication about your business, job openings and career benefits. Set up an email calendar, reaching out to a list of emails from those who you met at job fairs, submitted an inquiry or sent a full resume. Frequently post about your culture, the trucking industry and openings to keep your followers engaged.

Job Boards Are Important

Trucking applicants remain tapped in to local and regional job boards. A presence on local job boards and job aggregator sites provide you business with bottom of the funnel presence – reaching those interested in the truck industry and actively applying now.


Professional Recruitment Strategy

Finding outstanding talent that fits your culture is a concern for any business. Make the most of your time and resources by attracting qualified candidates that can hit the ground running and succeed within your organization. Identify quality talent and cultivate your talent pool with leading recruitment marketing strategies perfect for professional businesses.

Showcase Your Company Culture

Tell the story of your business, your history, your employees and more. The more a prospective employee knows about your operations and culture the more they are able to determine whether they are a match for your organization. Office tour videos, employee testimonials and other visuals can help to show daily life within your company.

Tailor Communications to Open Positions

Instead of deploying blanket recruitment ads for all positions in your company, consider developing custom creative and campaigns for each position. Messaging should focus on key benefits and operations of that role, showcase photos and videos of that segment of your business and speak directly to those candidates. Specific communication, drives more qualified applications – increasing your odds of finding a match while building up your talent pool - than general recruitment ads.

Use Job Boards to Reach Active Job Seekers

Job Fairs, local job boards and job board aggregators remain critical bottom-of-the-funnel tactics in securing applications for open positions. While other flashier tactics will fill the top of your funnel, these more nitty-gritty media elements provide a place for active job seekers to seamlessly apply for the positions they want – now.