Why Salary Transparency Matters in 2025
4 mins read
In today’s market, salary transparency isn’t just a nice-to-have — it’s a necessity. Job ads that list salary ranges attract significantly more applications, increase trust, and reduce time-to-hire. At Entrée Recruitment, we see this in action across every sector we recruit for. Candidates want clarity, and businesses that deliver it are ahead of the curve.
What Candidates Want, and Why it Benefits Employers, Too.
At Entrée Recruitment, we see firsthand how transparency changes the game, especially regarding salary. In 2025, the data is precise: job ads listing a salary range receive more views, applications, and qualified candidates. Beyond the statistics, salary transparency builds trust, drives faster hiring decisions, and reflects a more values-aligned recruitment process. Whether you’re writing your next job ad or deciding whether to apply, clarity on pay is now an expectation, not a luxury.
Job Ads with Salary Ranges Attract More Applicants
According to SEEK, job ads with salary ranges receive up to 94% more applications than those without (SEEK 2023). Similarly, the Australian Bureau of Statistics (ABS) notes that wage transparency supports pay equity and reduces candidate drop-off during recruitment (ABS 2024).
The 2024 Recruitment Experiences and Outlook Survey (REOS) found that 62% of candidates are more likely to apply for roles clearly stating a salary range, even if the top end is below their ideal salary (Jobs and Skills Australia 2024).
Entrée regularly observes improved ad engagement and faster time to fill when salary information is included, particularly in administration, operations, customer service, and marketing roles.
The Risks of Omitting Salary Information
Leaving the salary blank or writing “competitive salary” can reduce reach and erode candidate trust. When no salary is listed:
- Candidates often assume the pay is below market
- They may self-exclude if unsure whether the offer will be worthwhile
- The hiring process risks delay due to misaligned expectations
In a values-driven market, pay transparency also signals organisational credibility. Candidates are likelier to engage with businesses that communicate clearly (Jobs and Skills Australia 2024).
What South Australian Candidates Are Saying
While most candidates prefer to see salary information upfront, it is worth acknowledging that there are times when a salary range cannot be disclosed. Common reasons include confidentiality around internal restructures, the replacement of an existing team member unaware of the change, or concerns that publicising the range may create friction among current staff if discrepancies become apparent. Although these situations are not ideal from a candidate’s perspective, they are occasionally necessary to protect business operations. Entrée works closely with clients to maintain clear and respectful communication wherever possible.
Entrée consultants speak with hundreds of job seekers each week, and one of the most frequent questions is: “What’s the salary range?”
Common feedback includes:
- “I don’t want to waste anyone’s time if it’s under my minimum.”
- “It feels more respectful when the salary is on the table.“
- “I like to compare roles clearly before applying.”
Candidates are not only looking for competitive compensation. They want transparency and honesty.
How to Salary Benchmark Your Job Ad
Employers can communicate salary ranges clearly by anchoring them in internal benchmarking and market data. SEEK’s Salary Comparison Tool provides average salary insights by role and industry and is a helpful place to start.
Entrée also advises clients on salary benchmarking by reviewing competitor activity, award rates, historical campaign data, and geographic location. For instance, when hiring for an Administration Manager role in Adelaide, a salary range of $80,000 to $100,000 plus super reflects current market demand. For a temporary Customer Service Officer, a rate of $30 to $36 per hour plus super aligns with expectations in metropolitan areas.
When salary varies by experience, explain this in the ad. Transparency does not require rigidity; it calls for clarity.
Entrée helps employers define realistic salary bands and shares this information consistently throughout the hiring process.
Salary Transparency Enhances Employer Branding
In 2025, candidates treat job ads as a first impression. Including salary details communicates respect. Transparent ads:
- Build credibility and trust
- Attract aligned candidates
- Minimise negotiation delays
It shows your organisation values people’s time and sets the tone for an open working relationship.
Entrée’s Salary Strategy for Clients
We advise all clients to include salary information where possible and to discuss it early in the recruitment process. This approach:
- Increases ad engagement
- Attracts qualified talent
- Improves offer acceptance rates
Entrée Recruitment believes that clear, human, and data-informed recruitment starts with honest communication.
Final Thoughts: Salary Clarity Builds Trust and Results
Salary transparency is no longer optional. Candidates value it, data supports it, and forward-thinking employers lead with it.
If you’re hiring or applying, clarity benefits everyone.
Need help creating a salary band or writing a market-ready job ad? Contact Entrée Recruitment.
References
- SEEK (2023). Why Salary Transparency is a Game Changer. https://insights.seek.com.au
- SEEK (2025). Salary Comparison Tool. https://www.seek.com.au/career-advice/salary-guide
- ABS (2024). Gender Indicators and Wage Transparency. https://www.abs.gov.au
- Jobs and Skills Australia (2024). Recruitment Experiences and Outlook Survey – April 2024. https://www.jobsandskills.gov.au
