Despite global trends in the openness of salaries, in particular laws obliging employers to indicate the range of salaries in vacancies, this practice is rare in Ukraine. Dominika Ivanova-Bekar, an HR expert and career consultant, told Happy Monday what is behind the company's reluctance to show the salary level and what candidates should do about it..

According to the expert, vacancies that appear on job sites or company pages in social networks can be divided into three types:.

Jobs that include salary.

Vacancies where the salary fork is indicated.

Vacancies without specifying the level of salary, sometimes with a note like "

Vacancies where the salary fork is indicated.

The expert recommends paying attention to the size of the fork itself, how big the discrepancy between the indicated figures is.

If the salary contains a fork with a huge range, for example, from UAH 10,000 to UAH 300,000, and is accompanied by a comment like: “Your salary will depend only on your perseverance and activity,” the expert advises to bypass such ads. For with a probability of 99.9%, scammers are behind this.

The second option is when the range of salaries in the vacancy is not so striking, for example: from 20,000 to 30,000 UAH, from 60,000 to 90,000 UAH. In this case, the employer probably wants to first understand the candidate market, assess their level, and analyze who is applying for this vacancy..

For example, the employer has decided that he is ready to pay an employee 30-50 thousand hryvnia per month. As a result of the analysis, he concludes that now he can hire a specialist with relatively little experience, but with a great desire to acquire it, for 30,000 per month, and further, with the growth of the employee’s level of competence, his salary will also increase.. Or he can choose a different strategy - hire an experienced specialist, in whose development there is no need to invest anything, and pay him at the upper limit. If the vacancy had only indicated the lower or upper salary level, then the company would not attract one of these categories of searchers and would not have a choice who to hire..

Otherwise, the presence of such a fork may mean that the reward for this position involves a fixed rate and a variable part (bonuses, KPI's, etc.).. This is especially true for sales managers..

Jobs without salary indication.

If the vacancy contains only the cryptic phrase “the level of wages is set based on the results of the interview,” the expert explains this by two circumstances.

The employer does not clearly understand the salary expectations of candidates. We are talking about a new vacancy for a company or a situation when a company opens a new direction, reorganizes or enters a new market.. Thus, the employer conducts research on the labor market and, based on an analysis of the wishes of the candidates, may eventually set a fork, but with the final salary it is determined already at the interview with the final candidate. And it's always personal..

The current salary policy in the company does not imply the openness of this information both for the market and for the company's employees. There are several reasons for this policy:.

- the employer avoids publicizing the level of salaries, since there is a risk of demotivation of existing employees. This applies to companies that have not yet developed a systematic approach to the internal system of remuneration of employees, recruiting is carried out chaotically, therefore, within the same department and even within the same position, employees may have different salaries..

- the employer understands that the level of salaries in the market has grown, but there is no way to increase the income of employees yet, and new people are needed. In such a situation, the company is forced to hire a specialist for a higher salary, and eventually equalize the salaries of everyone else.;

- the company operates in a highly competitive market and hides data from competitors;

– the company has big ambitions, but not a big budget. Such a company needs highly qualified specialists, but understands that if it immediately announces its budget for the position, it is highly likely that the vacancy will not be filled. Therefore, the employer relies on the fact that in the process of negotiations he will be able to influence the decision of the candidate and convince him of the prospects of the vacancy.

In all cases, people who are looking for a job, the expert strongly recommends to prepare in advance for salary negotiations:.

Monitor the salary market in the desired area. The information received can be compared with your own queries..

Do a self-evaluation and ask yourself:.

- from what amount I am ready to perform these duties? How much do I want to earn in this position in the future?

“The answer to the first question will indicate the level of pay below which the work does not make sense for you.. And the answer to the second question is your guideline, the perspective you need to reach. And further in negotiations with the employer, you will already be guided by this information, ”the expert notes..

Be bold and confident. When during the interview process a person finds himself at the stage of discussing the level of salary, it is necessary to boldly discuss it and negotiate.

“Leave the shyness and the warning that “the employer must realize and offer himself” and that, God forbid, he will think that you are only interested in money. Realize that you have nothing to do with this company yet, and you have nothing to lose. Therefore, confidently defend your interests,” the expert advises..

Recall that over the past year, laws have come into force in some cities and states of the United States requiring employers to indicate a range of salaries in vacancies..

At the same time, according to the job site robota. ua, in Ukraine, 40% of published vacancies do not indicate the amount of compensation for search engines.