UAE salary hike on the way next year for selected sectors

Author: Kirsty Tuxford | Date: 26 Oct 2016

Recruiters question pros and cons of stating wages in job adverts

Starting salaries in some sectors in the UAE are set to grow by 2.5 per cent over the next year, bucking the economic downturn of recent months.
According to the Robert Half 2017 Salary Guide, employees in technology, administration, accounting and financial services are all set for pay rises.
But should salaries – even good ones – be advertised? Whether or not the salary should be stated in a job advert is a hot topic for discussion among recruiters and employers, say recruitment experts.
“If you do not include a salary in an advert, you can limit the candidates that will apply as people want at least a guideline of salary before they submit their CV, in case they find out the role is paying much less than their current role,” said Jennifer Campori, managing director, Charterhouse Middle East. “But many employers do not want to put salaries on adverts or give specific salaries in job briefings, as they want to have more flexibility when considering candidates.”
The downside of leaving a salary out of a job advert is that it can have a major impact on quality of candidates, as many won’t respond to jobs that don’t include wage information – and may assume the salary is likely to be low. Research from the UK’s Jobsite portal shows that companies can experience up a drop of up to 35 per cent in applicants when an ad leaves out salary information. Candidates who apply without knowing the salary may feel they have wasted time if they later discover it doesn’t match their expectations, and this risks damaging employer brand.
“Everyone wants to better themselves when moving roles, and in many cases a career move is for career progression or a new challenge. However, we all want to be rewarded for our efforts and if an employer or recruiter can be transparent from the beginning, this certainly sets the tone for a strong future relationship with a potential employee,” added Campori.
The advantage of not advertising a salary is to keep competitors from knowing what you offer. And current employees will not find out what co-workers are being paid, which can be seen as a benefit in some environments. But experts warn that only large organisations with a well-known brand can really afford the risk of not including salary information in an advert, as they are the only ones who will receive enough applications to offset the risks.
"At Executive Search we do not advertise the salary as we are interested in individuals who fit the profile, are passionate about the role they are being considered for, and are more interested in the challenges of the proposed role," said Mohammed Al Kharusi, Chairman of Intersearch ME Oman. "Salary, terms and conditions and benefits are negotiated once the identified candidate has been accepted. As a 'search' company we will know the salary range the employer is prepared to pay, and if we identify an individual who may have capabilities above and beyond the defined requirements, the employer may even agree to a higher package."
Online jobs portal Monster recommends including the salary information: “In difficult times, when jobs are scarce, the salary is certainly not the main issue. In a highly competitive job market, when firms are fighting for qualified employees, the addition of a salary can create the extra interest in your position.”