Handling Salary Discussions in Your Job Ads: The Practical How-To Guide - ep.233

Julie South: Welcome back to Veterinary Voices, the podcast that celebrates and showcases Employer of Choice veterinary clinics. I'm Julie South, and you're listening to Episode 233—the ninth episode in our series about writing job adverts that attract and build the best teams in the veterinary profession.

Veterinary Voices is brought to you by VetClinicJobs—the job board: direct hiring, reimagined, no agency. You owe it to your team to be able to make job offers from your job ads. Let's face it, success when it comes to job ads should lead to your new hire starting within a few months—if that's not happening for you right now, then head on over to vetclinicjobs.com—because the average there is 7 weeks from go to whoa!

Last week in Episode 232, we talked about getting over the salary heebie-jeebies and understanding why salary transparency is your friend. Today, we're getting practical: how to actually handle salary discussions in your job adverts once you've decided to include them. Because knowing you should include salary is one thing—knowing how to do it effectively is another.

And I'm going to give you three proven strategies for presenting salary information in a way that attracts the right veterinary professionals for the right reasons.

Julie South: Before you can include salary information effectively, you need to know what you're actually offering. This sounds obvious, but many practice owners haven't clearly defined their salary ranges because they've been avoiding the topic altogether.

Start by researching current market rates for veterinary professionals in your area. Look at other job adverts that do include salary information, check industry salary surveys like those conducted by BBVet—which provides benchmarking data for Australasia and is expanding to include the UK—and consider the total package you're offering, not just base salary.

Be realistic about what you can afford, but also be fair about what the role is worth.

Julie South: Let's start with what doesn't work. Phrases like 'competitive salary' are meaningless because they don't tell jobseekers what they're competitive with. Competitive with what? Other practices in your area? Corporate chains? Entry-level positions?

Avoid saying things like 'salary negotiable' or 'salary commensurate with experience' without any context. These phrases can make people think you're being evasive or that you don't value transparency—exactly what we're trying to avoid.

And please, don't use salary as a manipulation tool by posting unrealistically high figures that you plan to negotiate down later. This damages trust from the very first interaction and goes against everything we've discussed about authentic culture.

Julie South: So how do you present salary information effectively? Here are three proven strategies:

First, provide context, not just numbers. Instead of just stating a figure, explain your salary philosophy. 'We believe in paying fairly for the valuable work you do—our salary range for this position is $100,000-$140,000, depending on experience, with annual reviews.' This shows you've thought carefully about remuneration and that growth is possible.

Second, bundle salary with total value. Don't present salary in isolation. Connect it to the total package: 'Starting salary of $120,000 plus four weeks paid annual leave that you're genuinely encouraged to take, because we believe rested veterinarians provide better patient care.' This shows salary is part of a thoughtful approach to valuing your team.

Third, address different experience levels honestly. One challenge practices face is how to handle salary when you're open to different experience levels. You don't want to miss out on an experienced veterinarian with too low a salary or create unrealistic expectations for someone just starting out. Try being transparent: 'Salary range $100,000-$140,000 depending on experience and qualifications. We're happy to discuss where you'd fit based on your background.'

Julie South: New graduates deserve special mention because they're often the most salary-sensitive due to student loans, but also the most uncertain about what to expect. Be specific about new graduate offerings: 'New graduate starting salary $95,000, with structured salary increases as you develop your skills and confidence. We invest in your growth because we want you to build your career with us.'

Now, that $95,000 figure is a New Zealand example—salaries vary hugely from country to country. Many North American veterinary professionals probably wouldn't dream of getting out of bed in the morning for what we earn here in New Zealand, unless they want a complete lifestyle change. The key is being transparent about what you can offer in your local market.

This approach shows new graduates exactly what they can expect while demonstrating your commitment to their professional development. Remember, they're not just looking for any job—they're looking for a place to launch their career.

Julie South: Where should salary information appear in your job advert? First and most importantly, use the salary field option that your job board provides. VetClinicJobs has 'salary' as a searchable field that jobseekers can use to filter opportunities—this is exactly the kind of functionality that makes salary transparency work effectively.

Based on the VetStaff research we discussed last week, we know that salary is the first thing veterinary professionals check, so don't bury it deep in your advert text either. You can mention the range early in your advert content and reinforce it when discussing benefits and total compensation.

My professional recommendation? Use both—complete the salary field your job board provides AND state the salary range prominently in your job advertisement content. This ensures jobseekers can find you through salary searches and understand your offering when they read your advert.

Julie South: Some practice owners worry about current employees seeing salary information in job adverts. Here's how to handle this proactively: if you're advertising a salary range that's higher than what current employees in similar roles are earning, address it before the advert goes live.

Have honest conversations with your team about career progression and salary reviews. If there are inequities, this is an opportunity to address them. If your current salaries are fair, transparency reinforces that you value your team appropriately.

Remember, salary transparency isn't just about job adverts—it's about creating a culture of open, honest communication about compensation.

Julie South: Have you noticed that traditional job boards often force you into rigid salary categories or dropdown menus that don't reflect your actual approach to compensation? Many make you choose between preset ranges that might not fit your practice.

VetClinicJobs gives you the flexibility to explain your salary approach through our REAL+STORY framework. You can provide context about your remuneration philosophy, explain how you value your team members, and connect salary to your overall practice culture. You're not forced into corporate-style salary boxes that don't tell the real story.

When you have the space to explain not just what you pay but why you pay it that way, you attract veterinary professionals who appreciate your thoughtful approach to remuneration.

Julie South: Let me quickly recap those three strategies for effective salary discussions: First, provide context, not just numbers—explain your salary philosophy and show that growth is possible. Second, bundle salary with total value—connect remuneration to the complete package you offer. And third, address different experience levels honestly—be transparent about ranges while showing flexibility for individual circumstances.

Julie South: Here's your homework: Take your current approach to salary and rewrite it using these strategies. Include context about your philosophy, connect it to your total value proposition, and be specific about ranges for different experience levels.

But before you set those ranges, make sure you know where you sit in the market. If you're not already a member of BBVet, consider joining so you can access their benchmarking data and understand what competitive salaries actually look like in your region. I'll put the link to BBVet in the show notes to make it easy for you.

Remember, the goal isn't just to include salary information—it's to use salary discussions as a way to demonstrate your values and attract veterinary professionals who appreciate your thoughtful approach to compensation.

And if you're ready to handle salary discussions in a way that builds trust and attracts the right people, visit vetclinicjobs.com. Lizzie and our team understand that remuneration transparency is just one part of authentic employer branding—remember: the average for us is job offers in 7 weeks, not seven months.

Julie South: That's Episode 233 of Veterinary Voices. Next week, we'll be exploring how to write job adverts for different roles—because what works for hiring veterinarians doesn't always work for veterinary nurses or support staff. Another big thank-you to VetClinicJobs—the job board: direct hiring, reimagined, no agency. Check them out at vetclinicjobs.com.

Until next time, this is Julie South signing off and inviting you to go out there and be your most fantabulous self because you work with a team that lifts you up every day!