Some candidates skip adverts that do not show pay, because they cannot judge whether the offer is worth the application. Showing a range is one of the simplest ways to attract applicants who are a real match.
What changes when you publish a range
- Fewer applications from people who cannot accept the pay, which saves screening time.
- More direct questions about the role, which show who is serious.
- Negotiation starts in public. A candidate who applies knows the range before the interview.
- Easier comparison. Candidates will compare your range with other employers, so it has to be realistic.
Set a range you can defend
Base the range on what the role pays in the market, on what your current team earns for comparable work, and on your budget. Keep the spread across the band realistic: a wide range that the employer will not pay at the top end misleads people.
Salary: ₦350,000 – ₦450,000 per month, gross, depending on experience and assessment
If you cannot publish a figure
“Competitive” on its own tells a candidate very little. If you cannot yet publish a range, say when the pay will be discussed, and be ready to give the band at the first interview. Keep the answer the same for every candidate.
Be consistent
Use the same range for the same role across every advert and every channel. Candidates notice when a role's pay changes between two places, and it damages trust before the first conversation.
Explain the package, not only the basic
If you publish a range, say what it covers: basic pay, housing, transport, performance bonuses, or a mix. A candidate who sees gross monthly pay, or a note that the figure is before statutory deductions, knows what they are comparing. A figure that covers only the basic can look far lower than the real package, and that gap damages trust at the offer stage.
List the benefits in a short line or two: health insurance, pension beyond the statutory minimum, a training budget, or leave above the legal minimum. Only list what you actually provide, because a candidate who is promised a benefit and does not receive it will remember.
If the pay depends on the candidate's experience, say how the range is set, for example by the level of the role. That tells a candidate where they are likely to land, without a promise you cannot keep.