In case you haven’t noticed a number of states are now requiring employers to post salaries on all job postings. Even Indeed has adjusted their jobs to offer ranges of salary when none is listed on the job.
Here’s what the new California law states;
California currently prohibits employers from asking applicants about their salary history, including compensation and benefits, during the hiring process. It also requires employers to provide the pay scale for a position upon reasonable request by an applicant.
However, SB 1162 increases these transparency requirements in several new ways. Not only can job applicants request the pay scale for the position that they are applying for, but now employers must provide workers the pay scale for the position that they are currently filling upon request. In addition, employers with 15 or more employees must include the pay scale for a position in any job posting. A pay scale is defined as the salary or hourly wage range that the employer reasonably expects to pay for the position.
If you use a third party to announce, post, publish, or otherwise make known a job posting, you must provide the pay scale to the third party, and it must include the pay scale in the job posting. You must maintain records of job titles and wage rate history for each employee for the duration of their employment plus three years after the end of employment. The state can inspect these records to see if there is a pattern of wage discrepancy.Source: SHRM
So if your job board software allows for it, time to enable this field on your job descriptions. You should also begin to educate your employer customers as well around these new trends.
It’s in your best interest from a traffic standpoint as well since Google for Jobs supposedly ranks jobs higher that have salary info included.