Why should job boards show the salary? A Q&A with Adam Jones of Culture Jobs

Culture Jobs is the home of arts, heritage and museum roles across the UK – and you'll find salary info on every role that they advertise. We spoke to Adam Jones, founder of Culture Jobs, about why showing salary info is so important, and why he's supporting the We Show the Salary campaign.

Why is salary info an essential part of any job ad?

Because candidates need to know whether a job is viable for them before they spend time applying. I think it’s about fairness and transparency.

People working in arts, heritage and museums are often very motivated by the mission of the organisations they work for. But they still need to make practical decisions about their careers and their lives.

Including a salary or salary range simply gives people the information they need to decide whether a role is right for them. It saves time for candidates and employers, and it usually leads to better, more relevant applications.

Job seekers are now used to seeing salary ranges. When they are browsing several roles at once, they are far more likely to click on the ones that are clear about pay.

What trends are you noticing when it comes to salary transparency on job ads?

It is improving, but it is still a bit mixed.

Many cultural organisations now publish a clear salary range, which is great to see. But you still come across adverts that say things like 'competitive salary' or 'dependent on experience', which does not actually tell candidates very much.

One thing that has definitely changed is expectations. Job seekers are now used to seeing salary ranges. When they are browsing several roles at once, they are far more likely to click on the ones that are clear about pay.

How can job boards play a role in making salary transparency on job boards the norm?

Job boards help shape recruitment norms in a sector.

At Culture Jobs we require employers to include a salary or salary range when they post a listing. If an organisation insisted on advertising a role with no indication of pay at all, we would not list it.

It is not about being difficult. It's about making sure job adverts give candidates the basic information they need.

If specialist job boards set that expectation consistently, it helps move the sector as a whole towards greater transparency.

If an organisation insisted on advertising a role with no indication of pay at all, we would not list it ... If specialist job boards set that expectation consistently, it helps move the sector as a whole towards greater transparency.

What do you say to employers who want to post an ad with your job board without including salary info?

We explain that salary information is required on Culture Jobs.

Occasionally an organisation will ask if they can just say 'competitive salary', but we do not allow that. Candidates need some indication of pay in order to decide whether a role is worth applying for.

If an employer is not comfortable publishing a single figure, we suggest including a salary range instead. That still gives candidates useful information while allowing some flexibility.

In practice most organisations are very happy to include it once it is explained. And it usually results in stronger, more relevant applications.

What else can employers do to make sure their job ads are as inclusive and effective as possible?

Clarity makes a big difference.

Explain what the role actually involves, what the priorities are, and what kind of experience will genuinely help someone succeed in the job. Avoid long wish lists of requirements and focus on what really matters.

Ultimately, when a job advert is open and honest about things like salary, responsibilities and working arrangements, it tends to attract the right candidates.

In the cultural sector it also helps to talk about the organisation’s purpose and the wider impact of the role - whether that’s working with communities, caring for collections, or helping audiences connect with culture and heritage.

Finally, it’s important to be clear about working patterns. If a role needs people on site most of the time, it is better to say that upfront. Likewise, if there is genuine flexibility around remote or hybrid working, make that clear too. Candidates appreciate knowing what to expect.

Ultimately, when a job advert is open and honest about things like salary, responsibilities and working arrangements, it tends to attract the right candidates.