Brought to you by Würk and our partners at Juvo Jobs

Pay Transparency: The Conversation Your Business Can’t Afford to Ignore

Talking about pay used to feel like the one thing you were supposed to keep ‘hush-hush.’ Yet, in today’s hiring world, if you’re not being open about salaries, you could be behind the curve.

As a user of Würk’s payroll and HR services, you’ve probably noticed the conversation around pay transparency heating up, but what does it actually mean for your business? And, more importantly, how can you use it to your advantage? Let’s break it down.

WHAT IS PAY TRANSPARENCY?

Pay transparency is simply being open about pay structures and compensation details during the hiring process, from start to finish. Employers are now expected to be completely honest about pay rates, starting in job descriptions. According to SHRM, half of all job ads now contain some sort of salary information.

Not to mention, new laws in states like California, Colorado and New York, are requiring employers to share salary ranges and pay rates in job postings, creating a shift in worker expectations (see more states listed HERE).

1.  Attract Top Talent with Pay Transparency

Candidates want to know upfront if a job’s pay fits their needs. In fact, according to a LinkedIn survey, 91% of respondents said that seeing the salary range on a job affects their decision to apply. By posting pay ranges, you’re more likely to attract serious applicants who meet your expectations.

Not only will you attract the right people, pay transparency also ensures you will attract more people. Research shows that 70% of organizations that list pay ranges on job postings have had more applications than ever, with 66% saying the quality of their applicants have increased. Seems like it’s a win-win for your business.

2.  Cut Hiring Time

What’s worse than hiring the wrong person? Spending hours interviewing candidates who bail when they finally hear the salary. Stop wasting time reviewing resumes from candidates who expect salaries outside of your range and start attracting those who are truly interested in your open positions.

As Sam Auran, Human Resources Business Partner Manager of Würk, puts it, “Pay transparency helps both applicants and employers save time. By being open about pay structures, applicants can focus on job opportunities that meet their expectations, while employers can attract the most qualified candidates who are aligned with the compensation being offered.”

It’s that simple– being transparent about pay helps you attain better matches and faster hires!

3.  Build Trust and Equity: Keep Your People Happy

Pay transparency doesn’t just help you hire the best; it helps you keep them. Being upfront about pay signals that you value honesty and equity, and trust is a solid foundation for any work relationship! In fact, 73% of US workers are more likely to trust organizations that provide pay ranges in job postings than ones that don’t. Mark Emery, CEO and Co-Founder of Juvo Jobs, and one of Würk’s exclusive partners, also believes in the importance of building trust with pay transparency.

“If pay is not mutually accepted, then you have wasted valuable time. Pay transparency is the true beginning of a mutual agreement; everything else is a conversation.”

– Mark Emery

This isn’t just about getting people through the door; it’s about keeping them there. In fact, being transparent about pay structures can decrease intent to resign by 39%. People want to know they’re being given access to equal pay, and when you show that you’re not hiding anything, they’ll stick around longer.

Expanding on this, Taylor Colotti, Würk’s Manager of People & Development, says, “While pay transparency is good for recruiting, it also plays a key role in retaining current employees. It provides an environment for open, constructive conversations about compensation by offering clear insights into salary comparisons and ensuring fairness in equal pay.”

4.  Stay Ahead of Legal Compliance

With more and more states adopting pay transparency laws, it’s almost inevitable that businesses will need to take a proactive approach to disclosing pay information.

“As a reminder, hiring for remote positions entails doing your research prior to posting the job. For example, different states require pay transparency after reaching a certain number of employees working from said state, even if the employer is headquartered elsewhere. Additionally, in certain states, it is required that a pay or salary range needs to be included in roles that could be considered a promotional opportunity and not necessarily just for new positions.”

– Taylor Colotti

As of August 2024, 14 states and 2 local jurisdictions have pay transparency laws in place or laws that have passed but are not yet in effect. For more information about location(s) specifics and to remain compliant please be sure to visit your state department website or inquire about our Mineral product offerings at Würk.

Why risk it? Get ahead of the curve by supporting pay transparency to avoid potential future headaches down the road. As Würk’s Sam Auran suggests, being upfront about pay will not only keep you compliant, but it will simplify your hiring process (and avoid navigating tricky state-by-state requirements).

TOOLS TO HELP YOU MANAGE PAY TRANSPARENCY

Pay transparency doesn’t have to be complicated. With access to Würk’s exclusive tools, you can stay ahead of the game and easily manage all of your pay transparency needs.

Hire Local Talent with Juvo Jobs

Our partner, Juvo Jobs, is not only a great resource to help you find local talent, they are an excellent tool for businesses looking to embrace pay transparency. Every employer on the platform must include pay rates, making it easier for job seekers to find the right fit faster.

According to Juvo, this feature has resulted in extremely positive feedback from their job seekers. As CEO, Mark Emery, notes, “The intent behind providing this valuable insight (pay transparency) was to display our integrity to make the hiring process easier and faster for all parties involved– job seekers and employers alike.”

Juvo’s pay transparency feature has brought about more honest, efficient hiring conversations, and it’s one that’s made them a favorite in the hiring space.

Würk’s Compensation Benchmarking Tool

A great place to start your pay transparency journey is by tapping into Würk’s Compensation Benchmarking tool. In the cannabis industry, finding reliable pay rate data is difficult and time-consuming, due to the lack of standardized information and inconsistent job titles.

Ask yourself— are you lagging, leading, or matching the marketing? Compensation Benchmarking provides you with the source to build pay scales to help your business remain competitive and align with your compensation philosophy.

“We practice what we preach,” Taylor Colotti says. “All of our job postings and promotional opportunities include salary ranges, both internally and externally. And remember, it’s essential that your current employees are being paid equitably so they’re not surprised by what they see!”

FINAL THOUGHTS: IT’S TIME TO GET TRANSPARENT

Pay transparency isn’t just a trend– it’s here to stay. Being upfront about pay structures can help you create trust with your potential hires (through reassurance that they’re receiving equal pay), save time and energy throughout your hiring process, and ensure you can build a better, more fair workplace. And, with tools like Juvo Jobs and Würk’s Compensation Benchmarking Tool, you’ve got everything you need to set your business up for success.

Ready to start your pay transparency journey? Würk is here to help you along the way.

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For more information about Juvo Jobs, click HERE or contact your Würk sales representative today.