Only 18% of job seekers surveyed said that it does not matter whether a salary is stated in the job listing or not; they still explore a wide range of offers. This finding comes from a study conducted by hh.ru and summarized by socialbites.ca. The takeaway is clear: most applicants want financial clarity from the outset, and they use salary details to filter opportunities quickly.
In fact, 81% of respondents prioritize vacancies that specify a salary, while just 1% would prefer to review options first without a defined amount. When salaries are clearly shown, the decision to apply often becomes easier, and candidates can compare roles with greater confidence. Meanwhile, 76% of Russians indicated they would be more inclined to reply to openings that display a concrete pay figure, whereas only 1% would respond to listings with no stated income. For 24%, salary detail is not a decisive factor in their evaluation process.
Salary disclosure holds particular weight for applicants in certain fields. For those considering roles in retail, 89% focus on openings with explicit pay, and in marketing and logistics, the figures are 84% in each area. Administrative personnel show 83% preference for transparent compensation, and lawyers follow closely at 79%. The smallest impact is observed among procurement professionals and senior managers, where 37% in each group say it does not matter whether a salary is shown. These disparities highlight how industry norms and job type shape expectations about compensation transparency.
Regionally, the demand for salary transparency is strongest in the Chelyabinsk region, where 88% of respondents only respond to listings with a specified amount. In the Saratov region, the share is 87%, and in the Perm region, it reaches 86%. By contrast, Moscow shows a noticeably different pattern, with about 36% of respondents indicating that salary visibility is not a decisive factor for them. This regional variation reflects local labor market dynamics and the perceived value of clear compensation packages.
Overall, 49% of respondents prefer applying to roles that publicly advertise an exact salary, while 23% are drawn to listings offering a salary range. Another 28% of job seekers feel that the presence or absence of a precise figure matters less than other factors, as long as the compensation information is not omitted entirely. This mix reveals a nuanced landscape where some candidates seek maximum clarity, others want flexibility, and a sizable portion simply wants fair comparison among opportunities.
Given these insights, employers can better tailor their postings to attract the right applicants. Clearly stated salaries help reduce application frictions, accelerate applicant screening, and improve the matching process. For job seekers, transparent compensation details support informed decisions, enable quicker comparisons across roles, and set realistic expectations from the start. In today’s market, clarity around pay is not a luxury; it’s a practical tool that benefits both sides of the hiring equation.
In conclusion, salary disclosure remains a significant factor in candidate behavior across regions and industries. Whether a listing shows an exact figure or a transparent range, the impact on application rates, candidate quality, and overall hiring speed is substantial—and it is unlikely to fade anytime soon as job seekers continue to demand transparency in compensation.