How to Get Over the Salary Heebie-Jeebies in Your Job Ads - ep.232

Veterinary Voices Episode 232 – Getting Over the Salary Heebie-Jeebies: Why Practice Owners Are Scared to Include Pay Ranges (And How to Do It Anyway)

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 232—the eighth 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 231, we talked about creating application processes that actually work for everyone. Today, we're going to talk about something that gives many practice owners the absolute heebie-jeebies:[drum roll!!] including salary information in your job adverts!! Because here's the likely reality—you know you should probably include it, but you're scared to death to actually do it."

"And I'm going to give you three strategies for overcoming those fears, uncertainties and doubts and hopefully, help you understand why salary transparency is actually your friend, not your enemy."

The Research is Crystal Clear

Julie South: "Let's start with what we actually know, not what we fear. In late 2023, VetStaff – New Zealand’s only specialist veterinary recruitment agency - partnered with Unitec Te Pukenga to conduct international research with 123 veterinary professionals across multiple countries, about what information they want to see in job advertisements – what made them click on a job advertisement…? This research had full ethics approval from the Unitec Research Ethics Committee, and the results were unambiguous."

"When veterinary professionals are looking for new roles, remuneration topped the list of key information they want to see. But it gets even more specific than that—salary is the first segment of a job advert that jobseekers check. Not the role description, not the practice culture—the salary information."

"And when asked what attracts them to read a job advertisement in the first place, salary band information came second only to the job headline itself. This isn't my opinion—this is what veterinary professionals want to know… it’s what came out loud and clear in the research!"

What Practice Owners Are Really Afraid Of

Julie South: "Okay…. if the research is clear, why do clinic owners, PMs, HR Managers, get the heebie-jeebies about including salary? Here's the reality when I speak with clinic owners: they don't want to include it because they think they're sharing some kind of commercially sensitive information that gives competitors an advantage."

If that’s the case, then let me ask some questions:

Are you worried about being judged—that other practices will see what you pay and think it's too high or too low? 

Or maybe you’re scared you'll lose negotiation power if everyone knows your range upfront?"

"Some clinic owners worry they'll attract people who are only motivated by money, or that current employees will see the advert and get upset about pay discrepancies. Others fear that competitors will use salary information against them somehow."

"But here's the thing about fears – which you probably know already - they're usually much worse in our imagination than in reality. And the cost of letting these fears control your hiring decisions is enormous."

The Cost of Salary Secrecy

Julie South: "Let's talk about what's actually happening when you don't include salary information. Research shows that 4 out of 5 jobseekers will stop applying for roles in a profession if job postings lack salary information. Think about that—you're automatically eliminating 80% of potential applicants."

"The VetStaff research found that improved remuneration is the biggest factor that would make someone consider a new employer when they're not actively looking. But if they don't know what you're offering, how can they know it's an improvement?"

"Meanwhile, the people who do apply without knowing salary might be either desperate or completely unsuitable. You end up with applicants who haven't thought through whether your role actually works for them financially."

Three Strategies for Overcoming the Heebie-Jeebies

Julie South: "So how do you get over these fears and start including salary information? Here are three proven strategies:"

1. Remember What You're Trying to Achieve

"Your goal isn't to hide information—it's to attract the right people efficiently. Research shows that including salary ranges in job postings attracts 44% more veterinary professionals overall, but more importantly, it attracts jobseekers who’re genuinely interested in what you're offering. You're not trying to trick people into applying; you're trying to help the right people find you."

2. Start with Ranges, Not Exact Figures

"You don't have to commit to a specific salary upfront. Use ranges that reflect your actual flexibility: 'Salary range $100,000-$140,000 depending on experience and qualifications.' This gives jobseekers the information they need while preserving your ability to negotiate based on individual circumstances. The VetStaff research shows people want to see salary band information—they're not expecting exact figures."

3. Focus on the Business Benefits

"Including salary information actually saves you money and time. One study found that job listings with salary ranges cost about 67 cents less per click because people don't waste time clicking on jobs that don't meet their salary requirements. You get fewer applications, but they're higher quality applications from people who understand what you're offering."

What Actually Happens When You Include Salary

Host: "Let me tell you what really happens when practices start including salary information—it becomes a competitive advantage. While other clinics are playing guessing games, you're being transparent and professional. Jobseekers appreciate the honesty and are more likely to trust you as an employer.  People want to work for employers who are open and honest about pay."

"And remember, the VetStaff research showed that unclear remuneration information is actually a red flag that stops applications. By being transparent, you're removing a barrier that's currently preventing good people from applying."

Addressing the Common Fears

"Let's address those specific fears directly. Worried about being judged by other practice owners? They're probably too busy running their own practices to spend time analysing your salary ranges. And if they are looking, maybe that's a sign that salary transparency is becoming the norm, and you don't want to be left behind."

"Concerned about current employees seeing the advert? This is actually an opportunity to have honest conversations about pay and career progression. If there are discrepancies, you can address them. If your pay is fair, transparency reinforces that."

"Afraid you'll lose negotiation power? You're not losing power—you're creating a framework for productive negotiations based on actual qualifications and experience rather than guesswork and anxiety."

The VetClinicJobs Advantage

"Have you noticed that traditional job boards often make salary discussions even more awkward by forcing you into rigid dropdown menus or categories that don't reflect how you actually think about remuneration? This makes the whole process feel more corporate and impersonal."

"VetClinicJobs gives you the flexibility to discuss remuneration in a natural, authentic way through our REAL+STORY framework. You can explain your salary philosophy, provide context about ranges, and connect remuneration to your overall clinic values. You're not forced into checkbox exercises that make salary feel like a transaction."

"When you can discuss remuneration as part of your authentic practice story, it becomes less scary and more strategic."

Quick Recap

"Let me quickly recap those three strategies for overcoming salary heebie-jeebies: First, remember what you're trying to achieve—attracting the right people efficiently, not hiding information. Secondly, start with ranges not exact figures—give jobseekers the information they need while preserving flexibility. And third, focus on the business benefits—salary transparency saves time, money, and attracts better candidates."

Your Action Step

"Here's your action step for this week: Pick one upcoming job advert and commit to including a salary range. Put on your Big Girl or Big Boy Knickers and see what happens - I guarantee the sky won't fall.  Who knows, you might get a very pleasant surprise by the calibre of the people you’re attracting – especially if you’ve put into action the other steps in this job advert series."

"Remember, the research is clear about what veterinary professionals want to see. The only question is whether you'll let fear stop you from giving it to them."

"Before we wrap up, I want to make sure you know about something that will make implementing today's strategies so much easier. We've created a comprehensive workbook specifically for veterinary clinics that want to write better job adverts—and yes, it includes templates and guidance for including salary information in a way that feels authentic and professional."

"This workbook takes everything we've covered in this series and turns it into practical, step-by-step guidance you can use immediately. You can download it free from our website at vetclinicjobs.com—just look for the job advert workbook download."

"So here's what I want you to do right now: First, pick that upcoming job advert and commit to including a salary range. Second, download the workbook and use it to make sure the rest of your job advert is just as compelling as your transparent salary information. Because when you combine salary transparency with authentic storytelling, you create job adverts that don't just attract applicants—they attract the right people who are genuinely excited about joining your team."

"That's Episode 232 of Veterinary Voices. Next week, we'll be exploring how to handle salary discussions once you've decided to include them—covering everything from setting appropriate ranges to addressing different experience levels. 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!"