If you have searched for a job online, then there are chances you have come across the term salary DOE. Many job openings have a clear salary range mentioned in the posting; however, most recruiters now choose to replace it with salary DOE.
Have you also noticed this term in a job posting but unsure of what does salary DOE mean? Read on for the most accurate definition of salary DOE and understand more about it in detail.
Salary DOE Meaning
The standard salary DOE definition is ‘salary based on experience.’ DOE stands for ‘depends on experience’ and indicates that the salary for the job posted shall be based on the candidate’s experience as per the job requirements. Pay DOE or base salary DOE gives employers the right to omit the salary range in the job posted online. This is often the case when the employer doesn’t have a fixed budget and is willing to pay based on the skills a candidate can bring to the organization.
Importance of Salary DOE
When competing in the industry to hire top talent, salary and benefits are major factors that make companies stand out. And DOE compensation helps organizations not stay restricted to a certain salary range when looking for the best of employees. Most importantly, salary DOE at senior positions makes organizations look more approachable since skilled candidates are naturally inclined towards choosing an organization that offers compensation based on skills and experience that would be valuable for the company.
DOE compensation is especially beneficial for organizations that usually make decisions in terms of monetary compensation after understanding a candidate and evaluating the skills they promise to bring to the company.
What are the pros and cons of using salary DOE on a job posting?
Pros of salary DOE
- Job offerings that aren’t restricted by salary ranges seem more attractive to candidates. And more applications increase the chances of employers to hire the best talent.
- Salary based on experience gives candidates the negotiation power, which is bound to make employees feel more valued.
- Pay DOE helps companies keep information of what various employees are being paid private. This helps maintain a more positive environment in the workplace.
Cons of salary DOE
- Some job seekers who already know about other high-paying offers may be less interested because of the uncertainty in terms of pay.
- Companies may also attract candidates who are more about money and less about learning and personal growth.
- Salary DOE may not be the best option for small companies that function within a fixed budget.
How do I establish a “Depends on Experience” (DOE) salary range for my job posting?
- Go through the employment statistics that can be easily found online.
- Access survey online published by HR and recruiting firms to identify the salary range that works best for the skills you are looking for in a potential candidate.
- Finally, assign a calculated salary range to each experience level.
How do I use “Depends on Experience” (DOE) effectively in a job posting?
The best place to insert salary DOE or ‘Depends on Experience’ is right under the compensation or salary section. However, you can also mention the same in the headline of your job posting.
How do I discuss the pay range with job candidates?
First of all, you will have to determine the maximum budget that you can set aside for the said position. For this, begin with outlining the parameters, such as educational background, years of experience, etc., that you expect a candidate to meet to be suitable for the job position. After that, determine the must-have skills and expertise level.
Once this is done, follow these steps to discuss pay DOE or salary DOE with applicants and negotiate the compensation
Identify where the candidate falls on the salary scale
Take into account factors such as educational or professional background, job-related skills, expertise, etc., to understand what salary range the candidate falls into.
Based on the identified salary range, offer the average salary that takes into consideration the skills and background of the candidate.
You can continue counter-offering until you reach your best offer. Remember, the ‘best’ offer must be predetermined so that you know when to stop counter-offering.
Discuss the benefits
Use benefits offered by the company to your advantage. This works well when the candidate is interested but finds the salary offered unsatisfactory. Additional monetary and non-monetary benefits can very well compensate for a low salary.
Get an agreement made
Once both the parties agree on salary and benefits, put the offer in writing and have it signed for legal purposes.