Transparency in Job Postings: How to Set Realistic Expectations

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Gem Siocon

With a degree in Psychology and more than 10 years of experience in digital marketing and HR, Gem Siocon writes HR and marketing articles packed with practical and actionable advice.

Why Is transparency in job descriptions important?

Transparency in job postings demonstrates that the company is honest and fair, making it more appealing to potential employees. Candidates are more likely to trust a company that is upfront about salary, benefits, and expectations.
Clear job descriptions help candidates evaluate whether they fit the role well. This reduces mismatched expectations and improves the quality of candidates.
Transparency in the salary range, work environment, and responsibilities reduces applicants’ initial inquiries. It also sets expectations early in the hiring process, saving time for both the candidate and the employer.
Transparent job descriptions set realistic expectations. Employees are less likely to feel misled or disappointed, increasing job satisfaction and retention rates.
In many jurisdictions, disclosing salary ranges is legally required. Transparency ensures compliance and avoids potential legal issues.

Alpine Virtual CEO Nicole Magelssen has seen firsthand how transparency in job descriptions transforms the hiring process. She said, “When expectations are clear from the start, the right candidates show up ready to hit the ground running. Transparency isn’t just a nice-to-have—it’s the secret ingredient to building strong, lasting teams.”

She elaborated, “I got incredibly specific. I covered how to know if the job is for you and even more important, how to know if the job is NOT for you. I stopped writing job descriptions like boring corporate novels and started writing like I was explaining the role to a friend over coffee. When I started outlining not just what the role was but also what success looked like in 30, 60, and 90 days, candidates came in already knowing what was expected – and they were excited to tackle it. I needed my applicants to know exactly what the job was and be excited to pursue it.”.

Transparency in job posts involves:

Clearly outlining the job’s duties, expectations, and the skills required.
Describing benefits, work arrangements, and policies in a way that is inclusive and diverse
Being truthful about challenges, growth opportunities, and compensation, including potential salary ranges.
Making sure the job description reflects the actual role and aligns with the company’s values and culture.

Clear and Transparent Responsibilities

Maxime Bouillon, Co-founder and CEO of workspace platform Archie recommends clearly describing day-to-day tasks in the job description. “Offer a realistic view of what the candidate will do daily, helping them visualize their potential role and responsibilities.”

Being transparent, specific, and honest about tasks and responsibilities helps job seekers understand precisely what’s expected and positions your organization as trustworthy and professional.

Best practices:

List the primary duties in a straightforward, bullet-point format.
Focus on what the candidate will actually do daily or weekly.
Avoid jargon or overly technical terms that might confuse candidates.
List the most important duties first, as they will be the role’s primary focus.
Mention who the candidate will work with and report to clarify team dynamics.
Specify any tools, software, or systems they’ll be using when hired.

Examples:

Senior UI Designer – AIHR

job description - Transparency in Job Postings

Marketing Campaign Manager – Tellent

Alternatively, you can describe the candidate’s first 12-month journey. Jennifer Mihajlov, EVP of Qualee’s, an employee engagement platform, recommends defining the success metrics so candidates clearly understand the role, expectations, and organizational culture from the start. She said, “In your job description, share how performance will be measured within the first 6-12 months.”

Why Salary Transparency Matters

According to Indeed, almost one in four job seekers say that compensation is the most important part of the job description. Most applicants consider salary information when deciding whether to apply or ignore a job posting.

Including the salary range is a good way to build trust and confidence with job seekers because it creates a sense of fairness and equity, qualities that will help you attract top talent.

George Fironov, CEO and Co-Founder of Talmatic.com, an IT outstaffing agency, recommended including clear salary ranges in your job description because it can increase the quality of your applicant pool and reduce your time to fill. He explained, “We found that including salary ranges upfront leads to higher-quality applications. In one hiring cycle, applications improved by 20% after this change. When we started including salary bands and clearer role expectations for one of our largest remote hiring campaigns, candidate drop-offs during interviews decreased by 30%. It also shortened our time-to-hire by 15% because candidates were better informed and more aligned with the role.”

And from a legal perspective, there may be some salary transparency laws that employers need to comply with, depending on the state. Ben Michael, Attorney, M & A Criminal Defense Attorneys, said, “Failing to abide with pay transparency laws could put you in legal trouble. So, while there aren’t federal mandates for transparency in job descriptions, make sure to educate yourself on what your state requires. For example, many states now have “pay transparency” laws, which require employers to clearly disclose the salary range for a position in its description.”

Best practices:

Explain how the pay range is determined (e.g., based on experience, location, or certifications).
In locations where pay transparency laws are enforced, ensure your salary range complies with legal requirements.

Example:

Clinical Specialist – Endoscopy (Indianapolis/Cincinnati) – Medtronic

Include Details About Company Benefits and Perks

Just like salary, most job seekers check the work benefits and perks of a job posting. They’re interested in what a company offers beyond the $$$. This information helps them evaluate whether the role aligns with their personal and professional needs.

Best practices:

Specify your benefits. Instead of saying health insurance, mention if it’s dental, vision, etc. Include when the coverage begins ( at the beginning or once the employee becomes a regular employee) and other unique offers (telemedicine, mental wellness programs)
Quantify your benefits. For example, don’t just say paid time off; say “3 weeks of paid vacation,” “10 sick days,” or “paid parental leave.” If you provide student loan assistance, specify “Up to $10,000 per year in student loan contributions.”
Highlight unique perks like professional development, wellness programs, social events, flexible work arrangements, or employee discounts:
– Professional development: Tuition reimbursement, certifications, conferences, mentorship programs
– Wellness programs: Gym memberships, on-site fitness classes, healthy snacks, wellness days
– Social events: Team-building activities, social clubs, company outings
– Flexibility: Remote work options, flexible schedules, unlimited PTO (if applicable)
– Employee discounts: Company product discounts, partner company discounts

Example:

UAT Team Lead – Firefish Software

Set Clear Expectations About Working Hours and Location

A Gartner survey found that among nearly 2,000 candidates, 59% said they chose the offer they accepted partly due to greater flexibility in when or where they work.

Disclosing the location and working hours in your job description helps candidates decide whether the role suits them. David Case, President of Advastar Staffing, a construction recruitment and staffing firm, shared that it is essential to specify the work location, typical hours and schedule, and other work information about the work environment. He says, “The rise of workplace flexibility means you can’t always assume a 9-5 default. Clarifying exactly when and where the role will work helps candidates see if it will fit with their life.”

Transparency in job postings also prevents surprises that could lead to dissatisfaction or turnover. Employment lawyer Edward Hones explains that vague or misleading job listings can lead to mismatched expectations, disgruntled employees, and even legal claims of misrepresentation or unfair treatment. He said, “I’ve worked with clients who accepted roles based on job descriptions that omitted key responsibilities, such as frequent travel or extended overtime. These omissions ultimately created frustration, disengagement, and turnover—outcomes that cost employers both financially and reputationally.”

Best practices:

Provide the exact address or general area where the job is located.
Indicate if the role is fully or partially remote (e.g., hybrid). Specify geographic restrictions if applicable (e.g., “must reside in the U.S.”).
Specify work start and end times and whether the role follows a traditional workweek.
If hiring for part-time or freelance positions, include the approximate number of hours per week or month.
Mention if the role has travel requirements. Mention how often travel is required and whether it is local, national, or international.
For any work environment specifics, specify if the job involves standing, lifting, or other physical activities for extended periods.

Example:

Registered Nurse (RN) – 5 Medical – 4 or 8 Hour PM shifts – ProHealthcare

Share Potential Career Progression Details

Be transparent about the role’s long-term potential, including training, promotions, and other professional development opportunities. Highlighting these in your job description helps attract candidates who are serious about their careers and want to see a future with your organization.

Best practices:

Clearly explain how the role fits into the organization’s hierarchy and what future opportunities may arise for the candidate. Mention any potential promotions, expanded responsibilities, or lateral moves.
Detail the training programs, mentorship, or certifications available to support career growth.

Example:

Project Leadership – Clinical Trials – Oncology – Homebased

You can also dedicate a Growth section in your job description.

Example:

Software Engineer © – HAProxy Engineers

Be Upfront about the Position’s Challenges

A job description detailing career challenges provides applicants with an honest understanding of the role’s demands and opportunities for growth. Being upfront about potential difficulties builds trust. You also attract resilient, solution-oriented candidates ready to meet the challenges head-on.

George said, “Beyond listing perks, we openly share the realities of the role. For example, when hiring remote engineers for challenging startups, we explain workload expectations and flexibility upfront. This honesty reduces early turnover.”

Best practices:

Frame challenges as opportunities for personal and professional growth rather than problems. Use language that conveys optimism and support.
Be specific about the types of challenges the candidate may encounter in the role, such as workload, problem-solving requirements, or industry dynamics:

Technical Challenges:

“You’ll work with legacy systems that require troubleshooting and creative solutions to modernize workflows.”

Interpersonal Challenges:

“This role involves managing cross-functional teams with differing priorities, requiring strong communication and negotiation skills.”

Environmental Challenges:

“Our startup environment is fast-paced and constantly evolving, which means you’ll need to adapt quickly to shifting priorities.”

Mention company expectations, but remember to balance them with the role’s potential for achievement to avoid scaring off prospective candidates.

“We set ambitious goals to meet tight deadlines, but you’ll have the opportunity to lead innovative initiatives that drive meaningful results for the company.”

But more importantly, connect the challenges to career progression, skill development, or other benefits.

“This role requires building a client base from scratch, but successful candidates have quickly advanced to senior sales roles and earned significant performance bonuses.”

Example:

Technical Training Specialist – Trivium Packaging

The job summary above presents different challenges for potential candidates:

Managing multiple tasks and deadlines. Handling various responsibilities simultaneously, such as presenting training content, mentoring, and improving processes
Collaborating with other teams and departments requires strong interpersonal and organizational skills. Aligning goals, addressing conflicts, and ensuring seamless communication across diverse teams can be challenging experiences.
Staying updated on the latest industry technologies and trends requires continuous learning and research. However, incorporating these advancements into training programs while performing daily duties and meeting existing deadlines may be difficult.

Prioritizing Inclusivity

Naomi Clarke, Flingster’s Head of HR & Chief Diversity Officer, prioritized inclusive language using tools to identify and eliminate jargon or phrases that might discourage underrepresented groups from applying. She shared, ”A successful outcome of this approach was a recent hiring cycle where 40% of applicants came from underrepresented backgrounds—a direct result of transparent and inclusive job descriptions. When companies prioritize clarity and equity, they build stronger teams and demonstrate their commitment to a fair and welcoming workplace from the first interaction.”

Best practices:

Use tools like Ongig to scan your job description for biased words and replace them with more neutral and inclusive alternatives.
State your company’s commitment to diversity and inclusion. Briefly mention your company’s values and commitment to creating an inclusive workplace.
Include an EEO statement at the end of your job description.

Example: Accenture

How Transparency in Job Postings Improves Employee Retention

Clear Expectations Lead to Satisfied Employees

Transparency in job postings sets the stage for success by giving job applicants a clear understanding of what to expect. When companies provide pay ranges, a general description of benefits, and wage information, candidates can decide if the role aligns with their needs. So, this level of honesty builds trust right from the recruitment process.

For example, disclosing pay scales or total compensation during the hiring process helps avoid misunderstandings. Therefore, it’s no surprise that team members who feel they were given accurate information from the start are more likely to stay long-term. In recent years, transparency in job postings has gained traction, particularly in states like New York City and Rhode Island, where pay transparency legislation is in effect.

Transparency in Job Postings Reduces Turnover

One of the key benefits of pay transparency is its ability to reduce employee turnover. When job ads align with reality, it minimizes the chance of disappointment after the hire. So, employees who find their pay rates, benefits information, and workload match what was promised during the interview process are more likely to feel like they’re a good fit for the role.

Conversely, vague or misleading job ads often lead to frustration. This is especially true for remote workers or internal transfers who might depend on clear information about wage ranges, pay equity, or stock options to make informed decisions. So, to avoid these issues, private employers should adopt fair pay practices and disclose wage information in good faith, ensuring candidates know what they’re signing up for.

Addressing Pay Equity and Retention for Transparency in Job Postings

Transparency in job postings also plays a major role in addressing pay disparities and the gender pay gap. Sharing salary data and pay information as part of external job postings or internal transfers helps create an environment of equal pay for similar work. Private employers in metropolitan areas find this especially valuable.

In addition, many state laws, such as wage transparency laws and the Equal Work Act, now require companies to include pay rates and general descriptions of benefits in their job ads. Following these legal requirements not only keeps companies compliant but also demonstrates a commitment to employee compensation fairness.

Transparency in Job Postings Help Build Long-Term Trust

Aligning candidate expectations with reality, pay transparency policies foster trust between employers and team members. When employees feel that they’re being paid fairly and their employer is honest about pay disparities, they’re more likely to stay with the company for the long haul.

Additionally, in the United States, state laws around wage transparency continue to evolve. Cities like New York City, Maryland (via the Maryland Department of Labor), and Illinois are implementing salary transparency bans, while states like New Jersey and Rhode Island have similar laws. For private employers, compliance with these local laws and disclosure requirements is a good idea—not just for avoiding legal trouble but also for improving employee retention.

Transparency in Job Postings: A Win-Win for Employers and Employees

At the end of the day, transparency in job postings isn’t just a legal obligation—it’s also a smart move. So, by reducing turnover, promoting pay equity, and meeting the expectations of both prospective employees and current employees, employers can create a positive and lasting impact on their workforce. Therefore, Whether you’re hiring for an open position or dealing with internal transfers, honesty, and clarity go a long way in building a team that’s here to stay.

Why I wrote this:

Transparency in job postings can help improve the quality of your hiring. It also gives the impression that your company is fair and honest, qualities that candidates seek in a potential employer. Transparency in job postings also means inclusivity, and Ongig can help with this. Contact us for a demo.

January 31, 2025 by Gem Siocon in Job Postings