Instead of specifying a concrete salary in the job advertisement, the terms ‘attractive salary’ or ‘fair remuneration’ are often used. In return, applicants are often asked to state their desired salary when applying. In Switzerland, as in Germany, there is no obligation to mention the salary in the job advertisement. The situation is different in our neighbouring country Austria, where it has been mandatory to state the minimum wage since 2011. Similarly, in England, the USA and Australia, it is also necessary to provide information about the salary. The aim of this obligation is to promote salary transparency and equality in the labour market.
What do applicants want?
Studies from Germany show that over 70% of respondents are in favour of including salary information in job advertisements¹. Similarly, three times as many people would apply if information about remuneration were available in the advertisement.
Studies show: three times as many applications thanks to salary information in job advertisements.
What is the reality?
The opinion of applicants is clear: salary information in job advertisements is desirable. But the reality is different: salary is still a taboo subject, so it is not surprising that hardly any job advertisements include salary information. Figures from Germany show that only slightly more than 10% of job advertisements contain information about salaries.
Our impression is that this figure is even lower in Switzerland. An analysis of the job advertisements of all our Refline customers shows that in 2024, out of around 40,000 advertisements posted by our customers, salary information is rarely included in the advertisement.
Pros and cons
Pros: Clarity and efficiency
By transparently stating the salary range, only people who fit into the salary structure will apply. If the salary expectations of applicants and companies are too far apart, you will not find common ground – even if the topic is only brought up in the third interview. Both sides save time and resources when this information is clear from the outset. The salary information acts as a filter for suitable applicants and can facilitate the final salary negotiation. In addition, the salary serves as a guide and a better basis for negotiation.Surveys show that salary remains the most important criterion when looking for a job². It therefore makes little sense to “conceal” this salary information. Of course, you should highlight all the other advantages of working for your organisation in the job advertisement. Because at the end of the day, what counts is the overall package of a position.
Why salary information is indispensable in recruiting
In addition to the obvious time savings for both sides, salary information has another, often underestimated effect: it gives employer branding weight. Companies that are transparent about remuneration are perceived as modern, fair and credible – an important signal to potential employees. Studies also show that job advertisements with salary information not only receive more applications, but also more suitable ones. Transparency creates trust – and trust is the key to attracting talent in the long term in recruiting.
Our view at Refline
At Refline, we believe that there are no valid arguments against including salary details in job advertisements. That's why the Refline e-recruiting solution also offers structured fields for entering the salary range for a position.
We prefer the option of specifying a salary range, supplemented by the note: ‘The salary may be adjusted depending on professional experience and qualifications.’
Conclusion
By including salary information in job advertisements, you demonstrate transparency and fairness – and stand out from the crowd. If you receive three times as many applications, this means more choice, more suitable talent – and ultimately a more efficient recruitment process.