DOE is an acronym used on job postings that stands for "depends on experience." It typically reserves you the right to offer a salary based on a candidate's experience, which is one of the main reasons for omitting salary ranges in job postings.
Pros and Cons of Using DOE on a Job Posting:
The use of this industry-specific acronym streamlines your job postings.
A clear indication of your salary range would be more useful to applicants. A 2016 Society for Human Resource Management study showed that almost 75% of job seekers want to know your company's salary range.
You get to know more about candidates' background, qualifications, and skills before committing to a salary range.
Some job seekers may avoid applying because they assume it is not worthwhile.
It shows potential hires that you are flexible regarding salary negotiations.
May waste time as it attracts job seekers who are not interested in your salary range.
You get to reward candidates that have additional experience beyond the minimum requirements for the job.
Could attract inflexible candidates instead of those that are eager to learn.
Could show that you don't know what you are looking for.
Unsuitable for job ads in small companies, especially if you have only one position to fill.
What does Salary DOQ mean?
Salary DOQ stands for "depends on qualifications," and works similar to DOE.
How do I establish a DOE salary range for my job posting?
Search the Bureau of Labor Statistics' Occupational Employment Statistics database to access salary ranges for occupations by region, workplace, and more. Research salary surveys that are published by recruiting firms and professional organizations, such as the American Society for Radiologic Technologists (ARST).
Also, research market rates for similar jobs on sites such as LinkedIn, Glassdoor, and Salary.com.
How do I use DOE effectively in a job posting?
Add DOE at the end of a job ad under the heading "Salary” or “Compensation.” You can also disclose the salary range in the ad, which will prevent candidates who aren't interested in your range from applying.
How to Discuss Pay Range With Job Candidates:
- Establish briefly during the screening interview what range they have in mind.
- Let them know what you have in mind.
- Have more detailed salary negotiations when you're ready to make an offer.
- Make your best offer.
- Try to not lose your perfect candidate when it comes to small amounts.
- Offer them employer-sponsored benefits if you can't meet their salary expectations.
- Consider how valuable they are to your business.
- Make a counteroffer or stand firm.
- Know when to walk away.
- Put the outcome in writing.