Why do companies hide how much they pay their employees?

Question

Project management

Why do companies hide how much they pay their employees? Often I see: "salary at the interview."

Answer 1

Everyone writes that the salary should not be written when it is below the market.
This is clear and obvious.
But in practice, the salary should not be written even when it is higher than the market, and here's why:
1. The salary announced in advance is perceived by the applicant according to the upper bar.
Which, in the first place, leads to raising prices in the resume (the applicant may be ready to work for less money, but he will write the maximum in the resume), and secondly, if he does not pull up to the top bar, if he is offered less, the person may simply refuse psychologically.
In any case, the bargaining will go on higher numbers.
2. The upper salary announced in advance can scare away specialists who want more than indicated (although in reality, in many companies it is possible to get an offer higher than what is written in the vacancy
) everything is very complicated, etc. It's strange for me - but such people really exist and there are many of them.

Answer 2

Everyone wants a better specialist, but cheaper. This makes it difficult to compare prices.

Answer 3

So that the employees would not run to the authorities one by one and beg "But Vasya gets more than me and does less"!

Answer 4

The biggest bourgeois secret: no one knows how to accurately assign a salary.
Because no one knows how to "measure" a specialist.
It is not enough to know how much competitors pay - you need to understand how much a particular person at a particular time and in a particular place benefits. And then even this benefit must be converted into money and "options". In addition, remuneration in a particular project of a particular company depends on "internal" factors that can greatly change the value of a specialist in relation to the market.
In general, there is more psychology than mathematics. The task is not to evaluate fairly, but to ensure that the employee does not want to quit. If you open the salary, envy will begin. In order to avoid it, it is necessary to seriously engage in explanatory work, culture, and open assessment standards.
As a result, it turns out to be easier to play poker with a candidate, inviting him to set his own price. Well, or order an expensive market research, that is, "write off from a neighbor", knowing in advance that the candidate cannot afford such research. In this case, the employer buys confidence that the candidate has nowhere to go in this labor market.

Answer 5

Trade secret =)

Answer 6

The labor market is a market ;)
In any market, competition only kills profits at a price. Profit becomes zero.
The solution to this problem is positioning in the market.
For example: we are Google and we are like this. And we are Apple!
PS: for outsourcing (in which the majority) it is certainly harder to position yourself, but there is no way out. Especially for large companies: if they give a "high" salary to one and this information is open, then this means that a new salary bar is being set for everyone.
If you don’t know salaries, then you focus on your own and see: it seems to be growing. And not: everyone has more than twice!
And people are terribly jealous.
And there is also collusion between major market players. And they can really support the "mysticism" of the salary.

Answer 7

They don't hide.
They can not appoint a salary without knowing what you can do.
Or a flexible vacancy - a qualified specialist will come - he will be engaged in one for one money.
A student will come - he will do something else for other money.
Individual approach.
The fork does nothing either.
Firstly, it is too wide as a rule.
Secondly, a very good person can always individually add 20 percent above the upper bar.