1. Kansas State University
  2. »Division of Communications and Marketing
  3. »K-State Today
  4. »Job announcements to include anticipated hiring range

K-State Today

March 4, 2019

Job announcements to include anticipated hiring range

Submitted by Jenny Locanthi Dowell

Job announcements currently include a listing of the full pay grade range for staff positions. Starting March 4, all new job announcements will instead list an anticipated hiring range and reference the pay grade for the position. This shift enables hiring managers to clearly communicate pay information and set realistic expectations for applicants. Being clear about pay expectations for potential employees is one way we can increase transparency about pay at K-State, a key commitment of the university Compensation Philosophy.

By shifting the way we talk about pay in our job announcements, we not only demonstrate our commitment to pay transparency; we also:

  • Potentially increase our number of applicants — studies show jobs with salary ranges get more than 30 percent more applicants.
  • Save time and increase clarity by communicating salary expectations up front.
  • Avoid last minute offer rejections due to misaligned salary expectations.

If no specific anticipated hiring range has been identified by the department, Human Capital Services' compensation team advises listing the minimum through the midpoint of the salary range. Please visit our website to access compensation-related hiring resources and additional guidance.

We are very excited to offer this enhancement to our job announcements and believe it will be a value-added change for both our hiring teams and our applicants. This project has been driven by input from our customers across campus and made possible through collaboration with our partners in Human Capital Services. Thank you for working with us to help improve the way we serve K-State.

Please engage your talent representative and/or our compensation team with any questions or concerns.

Talent Solutions
Talent Acquisition

Compensation and Organizational Effectiveness