Salary is the first criterion that motivates 67% of candidates to apply for a job. However, in 2024, we still come across job advertisements with no mention of remuneration. A fact that seemingly puts off many people, as according to a recent survey, 46% of jobseekers do not respond to job adverts if this information is not included.

So what do you do? Should we resist and focus on companies that do provide a salary range? The answer is not clear-cut. To help you decide, we spoke to recruiters, HR managers and candidates to find out their views.

Is it a bad sign if no salary is mentioned?

For Dina, a CSR consultant, the answer is a resounding ‘yes’: “the absence of information about the salary in the job advert often reflects heterogeneous and unequal internal salary practices between women and men. Companies take this approach to avoid creating an internal crisis where employees might find out they are paid less than what the company is offering for the position.”

Paola Nguimout, Talent Acquisition Manager at Mars, also points the finger at employers who indicate a salary range with a 20k difference: “this is not information that can reasonably be used to get a decent idea of the actual salary on offer.” Our recruitment expert counters this by adding that “in some cases, managers are afraid of missing out on good candidates. This is particularly true for SMEs, who are not always aware of the recruitment budget and salary scales in the market”, before she concludes by stressing that, whatever the case, it is important for candidates to know the remuneration in order to assess the job.

Another common criticism is that an organisation that does not mention the salary in the job advertisement may do so out of fear that their salaries are lower than the market norm. It prefers to keep this information to itself so as not to discourage candidates from applying. For Mohammed, Customer Success Manager, “we definitely need to stop wasting candidates’ time. What's the point if everything goes well only to reveal the salary at the very end of the interview resulting in the candidate being disillusioned?” Isabelle, a manager, agrees: “no salary, no application. I felt extremely disappointed at the end of an hour-long interview. I don’t want to hear “I’m sorry, but we can’t afford you,” any more. I no longer want to waste my time.”

“We might be pleasantly surprised”

However, another school encourages applicants to submit their CV even if no salary is indicated. This includes Stéphanie Reniers, CEO at Gentis, who has observed through her recruitment agency that this is not systematically indicative of a desire to underpay the candidate recruited: “some companies simply don’t have a transparent remuneration policy. Because they want to keep salaries confidential, they choose not to mention remuneration in their job advertisements. I also think that applying for a job advertised without the salary can open the door to more flexible and personalised discussions about salary expectations and other benefits. For example, a start-up that has just successfully raised funds and is recruiting a number of sales people does not yet have a salary scale. The seniority of the candidate will determine the remuneration offered. So don’t hesitate to apply, even if this information is not provided.”

This approach seems to have benefited Amélie, Senior Product Manager: “in the past, I asked for a salary that was the minimum for my experience, and in the end, the company offered me a higher salary.” The young woman thinks it’s important to also apply for jobs that don’t mention the salary, because you might be pleasantly surprised.

And what about respect?

But for some, specifying the salary in job advertisements involves a deeper issue: “I’m convinced that including the salary in job advertisements is a practice that promotes transparency and mutual respect. It enables candidates to assess the job offer more comprehensively and decide whether it meets their expectations. As a recruiter, I think it also facilitates the selection process by attracting candidates who are already in line with the proposed salary range, which can lead to faster and more satisfactory hirings for all concerned,” explains Mounia, Recruitment Manager. A view shared by Olivier, who is also a recruiter: “it’s a question of respect for the candidate”, and Mohamed: “our view is that a company that pays its employees well is a company that respects them.”

Although Amélie prefers not to miss out on any opportunities and applies for jobs that do not mention the salary, she believes the subject of remuneration should be broached early on: “in the first interview, I ask what the budget is. If HR tells me they don’t know, that’s the end of the recruitment process for me. My past experience tells me this is a sign that I would be poorly paid, especially compared to my male counterparts. In my sector, women unfortunately tend to ask for a lower salary than men. Some companies take advantage of this by paying women less than men for equivalent positions and experience.”

To apply or not to apply if the salary is not specified? Ultimately, it’s a personal choice

In the end, the decision to apply for a job advertised without any indication of the salary is a personal one and depends on a number of factors: urgency, financial situation, level of competition, experience and seniority, benefits, etc.

For Alexandra, who has been looking for a junior legal position for a year, the competition is fierce. Her top priority is to gain experience: “I’m not picky and I apply anyway, as long as I feel the job advertised is a match for me.”

For others, like Amélie, it’s all a question of balance: criteria such as a positive corporate culture, flexible working hours, a home office and a good atmosphere take precedence for her over salary. During interviews, she doesn’t hesitate to grill the recruiters to get as much information as possible about the job and the company, and to decide whether she is prepared to make concessions: “I recently accepted an offer that was below my expectations. During the recruitment process, I asked for information about the size of the company and its turnover. I also met the employees and the manager. I’ve been offered a fully remote position and I have a lot of freedom in my future job. I liked what I saw and I’m prepared to make some concessions on salary, within reason.”

This is an approach to be adopted with caution according to Ann-Kristin Benthien, CEO of AKB coaching & consulting: I find that women tend not to negotiate their salary if the job is challenging. But that’s no reason to lower their salary expectations.” A management consultant, for example, might agree to make concessions after negotiating a salary review the following year once the objectives set out in the contract have been achieved.

Specifying the salary in job advertisements might be the subject of debate today, but it will soon be a thing of the past. With the European Directive of 10 May 2023, on pay transparency, as of June 2026, companies will be required to at least provide a salary range when advertising a job.

Many applicants submit their CVs and cover letters without first making sure the vacancy matches their expectations and skills. In doing so, they run the risk of being disappointed if they are not called back, or of embarking on a recruitment process with, at the end of the day, a position or company that is far from their ideal match.

In this article, we explain how to analyse a job advert and to find out whether the job is right for you.

The ultimate prerequisite: be perfectly clear about what you’re looking for

If, until now, you’ve submitted multiple job applications without taking the time to reflect on your needs, your strengths and aspirations, the following method will not be much use. Self-reflection is essential to be able to analyse a job advert effectively. To do this, we invite you to ask yourself the following questions:

• What are your values?
• What needs are essential for you to feel in an optimal position to work, focus and be satisfied?
• What are your personal and family constraints?
• What are your skills? Know-how and interpersonal skills
• What are your positive and negative experiences? For what reasons?
• What are your career aspirations today?

Bear in mind that the answers to these questions will help you assess your level of compatibility with the job vacancy being advertised.

Start by looking at the company recruiting for the job

You will find information about the hiring company in the job advertisement, except in cases where the company prefers to remain discreet for its own reasons. The information usually provided concern the business sector, the size, the recruitment context, the values, the company culture and place of work. They allow you to build up a picture of the organisation and get an idea of your level of compatibility with the company and its culture.

For example, a fast-growing start-up is usually looking for someone who is proactive, likes to take risks and experiment, and is flexible by nature. Someone who needs a well-defined framework and has a cautious temperament is unlikely to thrive in this type of company.

Note that in most cases, you’ll need to dig up this information yourself to form an accurate and fair opinion. Consult the company’s career page, its social networks and websites such as Glassdoor to find out what employees or former employees think. This is a good way of assessing the sincerity of the information supplied in the job advert.

If the identity of the company is not mentioned, you will need to obtain that information when they first contact you to discuss your application.

Are the terms and conditions of the job compatible with your constraints and expectations?

The terms and conditions of employment are decisive. In fact, it makes sense that someone looking for a full-time position to cover their essential expenses (rent, shopping, healthcare, etc.) should not waste time applying for a part-time position. In some cases, the part-time arrangement is temporary and the company plans to convert the position to full-time in the medium term. If your personal and financial situation allows, we advise you to go through with your analysis of the job on offer so as not to miss out on the opportunity.

Some people, such as carers, have family commitments that require them to leave work at 5 p.m. or to have flexible working hours. Unfortunately, this information is not always included in the job advertisement. In such a situation, and if the job and the company interest you, proceed with your application and bring up the subject during your first interview.

Tasks, responsibilities, targets... Take a closer look at the position to be filled

A comprehensive job advertisement should provide key information about the job’s tasks, responsibilities and targets. More specifically, you need to obtain answers to the following questions:

• What are the main tasks?
• Which people and departments will I be working with?
• What will my responsibilities be?
• What about targets?

Analysing this section is an important step in determining whether the job really is a fit with your aspirations and is compatible with your skills. To help you match your past experience with what is expected of you, we recommend that you note the verbs used to describe the tasks: ‘organise’, ‘support’, ‘analyse’, etc. These verbs are keywords that must appear on your CV and in the summary of your experience, in order to pass the first filters of the ATS (recruitment software).

What about salary and benefits?

For 67% of candidates, the salary is the main reason for applying for a job, and according to a recent survey, 46% of jobseekers do not respond to advertisements if this information is not provided. Whatever your views on this matter, if the salary range is indicated, we recommend you analyse it in relation to your level of expertise, your skills and the tasks and responsibilities described in the job advert.

Don’t hesitate to consult salary surveys and look at salaries offered elsewhere to find out how much you can negotiate. And, don’t focus solely on the salary, look at other elements too such as premiums, benefits in kind and bonuses, as they have an impact on overall remuneration. To take your analysis a step further, check out the company’s career site, where you might find a section on the remuneration package.

Assess your skills, but don’t expect to tick all the boxes

All job offers include a ‘profile sought’ section. This is where you’ll find information about experience, skills and personality. Some candidates do not apply for a vacancy if they do not possess all the required skills. If this applies to you, bear in mind that very few people meet all the criteria, and recruiters are well aware of this.

The important thing is to master the essential skills so you can be up and running. When it says, for example, ‘mastery of HubSpot required’ or ‘knowledge of tax law required’, consider these to be essential skills. Therefore, it is important to include them on your CV if you want to get past the ATS stage. On the other hand, the know-how and interpersonal skills that are ‘desirable’ or ‘would be an asset’ are not decisive.

As far as professional experience is concerned, a job offer specifying ‘2 to 3 years’ experience’ is open to juniors. So assume that the company will be flexible if you don’t have all the required skills.

To summarise, here are the steps to follow when analysing a job advertisement:

• Engage in self-reflection to identify your values, needs, skills, constraints and motivation;
• Decode the company description: what does it reveal about the corporate culture? What are the values? Is it compatible with your personality?
• Identify the terms and conditions of employment: permanent, fixed-term, part-time, teleworking, full-time, etc.
• Identify the main tasks and associated responsibilities, then compare them with your career path and wishes;
• Find out about the salary and benefits;
• Assess the skills required in relation to responsibilities, remuneration and your own skills.

Behind the numerous job adverts published on job boards lies a well-hidden market offering plenty of career opportunities. Your future job could well lie in this hidden market, which is less competitive than online job adverts. So how do you access it? Read on to find out.

The hidden job market, a candidate’s Eldorado?

We don’t talk about it much, yet one in three hirings take place on the hidden market, according to a recent study. This so-called invisible market includes all job offers that are not officially published on recruitment sites such as Indeed. These vacancies are discovered through word of mouth, professional and personal networks, meetings at after-work events, an unsolicited application or even after a work-study placement in a company.

For organisations, this recruitment method is often a way of saving time, ensuring success and boosting performance. The recruitment process is faster and co-optation (when an employee recommends someone) is a guarantee, as the employee makes a commitment on behalf of the person he or she is referring. Similarly, recruiting someone following their internship or work-study period in the company offers the manager security: he or she knows how the person works and is familiar with their personality.

The hidden job market also offers many advantages for candidates. There is much less competition, which increases your chances of getting the job. Moreover, the fact that no recruitment procedure is launched means that you can take the time to talk in depth with the employees, the manager or the director and find out more about the company’s challenges, ambitions and culture.

That said, how do you go about accessing this invisible market?

Developing and nurturing your network is essential if you want to increase your options

One of the most effective ways of accessing the hidden market is to develop and use your network. In general, our first instinct is to turn to our professional network by contacting former work colleagues and counterparts, and adding new LinkedIn contacts. But be careful how you approach them. Accessing the hidden market requires a continuous effort to nurture your network by sharing information, posting regularly and occasionally maintaining a dialogue.

Our recruitment experts believe there are two reasons why you should avoid approaching someone you haven’t spoken to for a long time to ‘ask for a job’ out of the blue. The first reason is that it places too much responsibility on the shoulders of the other person and the second is that nobody likes to say ‘no’, it’s not a pleasant position to be put in. So it’s best to broach the subject gradually and tactfully by asking, for example, about future recruitment needs.

Don’t underestimate the power of your personal network either. Your family and friends may also have connections and contacts that could be of interest to you. So don’t forget to tell friends and family about your job search.

Identify the companies that appeal to you and stay up to date with their news

To navigate the hidden job market and learn of vacancies that suit you, you need direction. In other words, you need to have a career plan, a clear idea of the job you are looking for and the companies you would like to work for. If you haven’t already done so, take the time to select a maximum of 10 companies that you would like to join, specifying the reasons why: values, product, business sector, CSR policy, corporate culture and working conditions, etc.

Once you’ve done that, all you have to do is keep up with their news (fundraising, new product, employee departures). To do this, follow the company’s page on social networks (LinkedIn, Instagram, TikTok, YouTube) and connect with the company’s managers, directors and employees so you are alerted to any new job postings. With the development of employee advocacy more and more employees are becoming ambassadors for their organisation and sharing their day-to-day experiences. You can also visit the company’s career site if it has one. You’ll find some interesting resources and information there about the internal HR policy.

This ‘monitoring’ exercise is an excellent way of deciding when the time is right to submit your unsolicited application. For example, if a start-up has just raised funds, there’s a good chance that it will be recruiting new talent in the next few months.

Work on your personal branding and your presence on social networks

Personal branding is a technique for developing your personal image so that you stand out from the crowd and other experts. People who talk about themselves create a bond with readers - and therefore with potential recruiters, team leaders and employers. Like Apple aficionados, these people are not (just) chosen for their skills. They are chosen for their personality, their identity.

To work on your personal branding and become a company favourite, you need to work on both content and form. In terms of content, identify the technical topics related to your profession on which you will be speaking to establish your expertise. You should also talk about subjects that touch on your values, your convictions and your ambitions, so that readers can identify with your stories and contact you. In terms of form, remember that you are the brand. Your contacts should be able to recognise you at a glance. With this in mind, find a distinctive element that suits you: a slogan, humour, a colour, etc.

The choice of platform on which you speak obviously depends on your target contacts. For example, if you are a financial analyst, it is very likely that other experts and companies are present on LinkedIn. Sharing content on this network and commenting on your contacts’ posts will help you attract attention and get noticed by your peers.

The hidden job market also exists within your company!

What if your future job was in the company you already work for? Often overlooked by existing candidates, internal mobility is an interesting way of finding a new job and is highly valued by companies - particularly large groups. Why?

Internal recruitment saves time. The candidate is familiar with the company’s practices and customs. The company also knows the person's strengths, which makes it a safe hiring. You don’t have to customise your CV or use your network. So if you want to change jobs, it’s worth checking out the internal vacancies and upcoming opportunities! At the same time, tell your manager about your plans during your annual appraisal interview and contact the HR department to find out more about the internal mobility policy (training, jobs, support, etc.).

Why not use a recruitment agency?

Companies use recruitment agencies to handle their recruitment needs. Over time, consultants build up a pool of contacts and are aware of the current and future recruitment needs of their client companies. If your profile is a match for a client’s search, the consultant can present and defend your application even before the job advert is published online. Think about using a recruitment agency to maximise your chances!

To sum up, you can access the hidden job market by following these tips and practices:

• Develop and nurture your network,
• Keep up to date with the companies that interest you,
• Work on your personal branding and your presence on social networks,
• Find out about internal mobility opportunities,
• Use a recruitment agency.

Employer branding has become essential for companies that want to stand out in the war for talent. In 2024, your employer brand should be authentic, embrace diversity and be flexible to attract the best profiles.

The boundaries between work life and personal life are blurring, inciting companies to rethink their strategies to align with workers’ current expectations. From supporting diversity to adopting hybrid work practices, not forgetting serious commitments to better mental health and professional development, this article explores the dynamics that make an employer brand shine these days.

We are going to break down how leading companies build environments in which every employee feels valued, offering a company culture that attracts talent and retains them in the long term. Read on to discover the winning strategies that define successful employer branding in 2024.

What makes employer branding so essential?

The employer brand, often described as all of the perceptions and attitudes that a company arouses with potential candidates and its own employees, has become a fundamental part of organisations.

Focus on the 4 main benefits:

1. Attract talent: A solid employer brand attracts the best talent on the job market. Candidates are looking for companies with a reputation and values that match their own professional and personal aspirations.
2. Hold onto talent: A good employer brand is not satisfied with simply attracting candidates; it also wants to make existing employees loyal. By offering a positive work experience and by valuing their contributions, companies strengthen the sense of belonging and reduce the rate of staff turnover.
3. Company image: The way a company is perceived as an employer can have a significant impact on its overall reputation. A positive employer brand not only attracts talent; it can also strengthen the confidence of its clients, investors and sales partners.
4. Competitive advantage: In a competitive job market, a strong employer brand can make the different between a company that is a magnet for talent and another that is at pains to find talent.

In short, employer branding has become an essential strategic element for companies that seek to prosper in 2024. By investing in their employer reputation, companies can build talented and committed teams that contribute to their long term success.

Trend 1: Authenticity and transparency

In the digital age, where information circulates freely, candidates and employees are more than ever on the hunt for companies that demonstrate authenticity and transparency.

This goes beyond simple values displayed on a careers site. It involves showing how the values are integrated to the company’s policies and everyday life in a concrete manner.

For example, Shine openly shared its salary scale and pricing structure to promote transparency, strengthening its employer brand and improving in-house confidence.

Companies that adopt this trend do not just state their intentions; they demonstrate them with visible and measurable actions, thereby attracting talent that value honesty and openness.

Trend 2: Diversity, equality and inclusion (DEI)

In 2024, the commitment to diversity, equality and inclusion has become an essential criterion for talent seeking employers that are aligned with their values.

Companies that excel in this field adopt concrete policies such as targeted mentoring programmes and recruitment initiatives that aim to eliminate unconscious bias. For example, certain famous brands have set up diversity training workshops for all their employees, strengthening a culture of inclusion that is reflected in the brand image.

These efforts translate into a better climate inside the company, as well as improved performance, because studies show that diverse companies exceed their peers by 35% in terms of profitability.

Trend 3: Flexibility and remote working

The pandemic accelerated the transition towards more flexible working models, and this trend continues to prosper.

Offering remote working options is no longer a benefit, but a necessity.

Companies like Google, who announced a permanent hybrid work model, demonstrate the importance of this flexibility (Source: Forbes).

To remain competitive, organisations now have to create environments in which collaboration and productivity thrive, whether at the office or remotely.

Trend 4: Well-being and mental health

Companies that place the emphasis on the well-being and mental health of their employees stand out.

Psychological support programmes, such as coaching sessions or counselling services are becoming commonplace. Meanwhile, initiatives for physical well-being, such as in-company gyms or yoga classes, promote a healthy lifestyle.

Companies that invest in these aspects see their productivity increase by 12 to 25% according to a study by the World Health Organisation (WHO).

Trend 5: Career development and lifelong learning

For employees today, professional development is much more than just an aspiration; it is a requirement. Companies that recognise this necessity and invest in the on-going development of their employees stand out on the market.

In fact, according to a study by Deloitte, 84% of employees consider career development to be a deciding factor for them to remain committed to their work.

Personalised training programmes, opportunities for internal promotion and dedicated mentors are means by which companies can feed into a culture of professional growth, thereby strengthening their employer brand to attract ambitious talent.

Trend 6: Commitment to sustainability and social responsibility

Candidates increasingly hold in high esteem companies that make clear commitments in matters of environmental sustainability and social responsibility. Concrete actions in these areas can therefore considerably strengthen employer branding.

Initiatives such as reducing carbon emissions, adopting fair supply chain practices and support for local communities strengthen not only the brand image, but also the attraction for employees.

According to a Deloitte study, 75% of Millennials and Gen Zs say that they are more likely to work for a company that is socially engaged.

Trend 7: Technology and innovation

In 2024, smart integration of technology and innovation is a key pillar in employer branding.

Companies that adopt technological tools and solutions to improve the employee experience demonstrate their commitment towards the future of work.

From intuitive internal communication platforms to applications that monitor employee well-being, technology is shaping modern work environments.

And don’t forget tools like LinkedIn to strengthen your employer brand with programmes such as Employee Advocacy for example.

According to a Deloitte study, 64% of companies use digital tools to improve employee engagement (source: Deloitte, "Global Human Capital Trends 2023").

Trend 8: Personalise the employee experience

Recognising that each employee has unique needs and expectations and adapting policies and benefits in line with them can greatly improve your chances of attracting and holding onto candidates.

Companies like Google, with its personalised career development programmes, illustrate the positive impact of this trend (Source: Harvard Business Review).

2024 employer branding trends reflect the changes in the professional world towards more flexible and inclusive environments focussed on employee well-being. From authenticity and transparency to personalising the employee experience, along with a commitment to sustainability and technological innovation, every aspect contributes to strengthening a company’s employer brand.