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​For years, job adverts have relied on the phrase "competitive salary." While it's become standard practice, those two words tell candidates very little, and they could be preventing employers from attracting the best talent.

With the government currently consulting on proposals to encourage greater salary transparency in job adverts, the spotlight is firmly on how businesses communicate pay. Whether legislation changes or not, one thing is becoming increasingly clear: candidates expect more openness, and employers who embrace it are likely to see better hiring outcomes.

Why "Competitive Salary" Doesn't Work

The most experienced Facilities Managers, Contract Managers and FM leaders are rarely unemployed. They're already delivering contracts, managing teams and adding value to their current employers.

If they're considering a move, they'll only invest time in updating their CV, speaking to recruiters and attending interviews if the opportunity is genuinely worth exploring.

When a salary isn't disclosed, many simply won't apply.

Instead of encouraging more applications, vague salary information often discourages the very professionals employers are hoping to attract. The result is a smaller pool of high-quality candidates and longer recruitment processes.

Transparency Attracts Better Candidates

Including a realistic salary or salary range helps candidates make an informed decision before they apply.

It immediately answers one of their biggest questions and creates trust from the outset. Candidates know where they stand, while employers spend less time reviewing applications from people whose salary expectations don't align with the role.

For facilities management recruitment, where experienced professionals are in high demand, this can make a significant difference.

Rather than increasing the volume of applications, salary transparency improves the quality of them.

It's About More Than Compliance

The current government consultation has prompted plenty of discussion around salary disclosure, but businesses shouldn't wait for legislation before reviewing their recruitment approach.

Many employers already publish salary ranges because they recognise the benefits. Being transparent demonstrates confidence in the opportunity, respects candidates' time and reflects positively on company culture.

In today's competitive hiring market, these small details influence how an organisation is perceived long before an interview takes place.

A Better Recruitment Strategy

Salary is rarely the only reason someone changes jobs, but it's often one of the first factors they consider.

Candidates also want career progression, strong leadership, flexibility and a positive working environment. However, many won't stay engaged long enough to discover those benefits if the salary remains a mystery.

Being upfront about pay removes an unnecessary barrier, creates more productive conversations and helps both employers and candidates determine whether there's a genuine fit.

The Bottom Line

The organisations attracting the best Facilities Management professionals aren't necessarily offering the highest salaries, they're offering clarity.

Publishing a genuine salary or realistic range helps build trust, improves the quality of applications and makes the recruitment process more efficient for everyone involved.

Whether or not salary transparency becomes a legal requirement, it's already becoming an expectation. Employers who adapt now will be better positioned to attract the experienced FM professionals they need, while those still relying on "competitive salary" may continue to wonder why the strongest candidates never applied.