Should You Include Salary in a Trade Job Ad?
In most cases, yes.
Including salary or an hourly pay range in a trade job advertisement usually makes the role easier for candidates to assess and can help employers attract people whose expectations actually match the position.
Tradies want to know what the job pays. They are comparing your vacancy with their current role, other advertisements, offers from recruiters and what people in their network are earning. If that information is missing, many candidates are left wondering whether the rate is genuinely competitive or whether the employer is deliberately avoiding the subject.
That does not mean every trade job needs one exact salary figure.
A realistic range can work perfectly well.
The important thing is giving candidates enough information to decide whether it is worth having the conversation.
Why Salary Matters So Much in Trade Recruitment
Pay is one of the most practical parts of a job.
Candidates may care about company culture, vehicles, training, roster and career progression, but they still need to know whether the money works.
A qualified electrician already earning $50 an hour is unlikely to spend much time applying for another electrical role if there is a chance it only pays $40.
A diesel mechanic considering a move may want to know whether the salary justifies leaving a stable position.
A fitter comparing two shift roles needs to understand the financial difference between them.
Providing pay information removes one of the biggest unknowns from the advertisement.
Candidates Are Already Comparing Pay
Employers sometimes avoid publishing salary because they do not want competitors to know what they pay.
The problem is that employees often have a reasonable idea anyway.
Tradies talk to each other.
Recruiters discuss rates.
Job advertisements show ranges.
Former employees tell friends what they earned.
People working on the same construction site often know what different contractors are paying.
Keeping salary hidden therefore may not create as much secrecy as employers expect.
It can simply make your own vacancy harder for candidates to evaluate.
Salary Transparency Can Build Trust
A clear pay range makes an advertisement feel more straightforward.
The employer is effectively saying, "This is the role, this is what we need and this is approximately what we're prepared to pay."
That can create a better first impression.
Indeed currently encourages employers in Australia to provide transparent pay information and says salary details help candidates determine whether a role aligns with their expectations. Its Australian employer guidance also recommends including a pay range and location when preparing a job advertisement.
For trade employers, where candidates often have several opportunities available, reducing uncertainty can be particularly valuable.
It Can Save Employers Time
Salary transparency does not only benefit candidates.
It can reduce wasted recruitment time.
Imagine advertising a maintenance electrician role without mentioning pay.
You receive 25 applications.
You phone ten suitable candidates.
Four immediately tell you they would need substantially more than your budget.
Another three withdraw after learning the rate.
Hours have been spent screening people who were never realistically going to accept.
Putting the range in the advertisement filters some of those mismatches before they occur.
You May Get Fewer Applications, and That's Not Necessarily Bad
Some employers worry that showing salary will reduce application numbers.
It might.
That can actually be useful.
If someone would never accept your salary, there is little value in convincing them to apply.
A smaller pool of appropriately aligned candidates can be much better than a large pool full of people who will withdraw once compensation is discussed.
Recruitment success should not be measured purely by the number of resumes received.
Suitable applicants are what matter.
Salary Can Help Candidates Self-Select
A good job advertisement helps the wrong candidate decide not to apply.
That sounds strange, but it saves everyone time.
The salary is one of the strongest filters.
Someone earning significantly above your range can move on.
Someone whose expectations match can apply with greater confidence.
Someone slightly above the range may still apply because the roster, vehicle or lifestyle is attractive.
Either way, the candidate begins with better information.
Hidden Salary Can Make Candidates Suspicious
Candidates often interpret missing pay information negatively.
They may assume the rate is low.
They may assume the employer plans to negotiate each candidate down.
They may simply decide they cannot be bothered applying without knowing whether the opportunity makes financial sense.
This does not mean every employer hiding salary has something to hide.
There may be legitimate reasons.
But candidates only see the advertisement, not the reasoning behind it.
Transparency removes that ambiguity.
"Competitive Salary" Is Usually Too Vague
"Competitive salary" appears in thousands of job advertisements.
The problem is that every employer thinks their salary is competitive.
Candidates cannot compare a phrase.
If the pay really is strong, show it.
"$48-$55 per hour depending on experience" communicates far more than "attractive remuneration package."
Specific information gives candidates something useful to evaluate.
Should You List an Exact Rate or a Range?
For many trade roles, a range is the best option.
There may be legitimate differences in what you would offer candidates based on experience, technical skills or additional responsibilities.
For example:
$45-$50 per hour.
$90,000-$105,000 plus super.
$110,000-$125,000 plus vehicle.
$55-$62 per hour depending on experience.
A range creates flexibility while still giving candidates meaningful information.
Keep the Range Realistic
A salary range only helps if it is genuine.
Advertising $80,000-$140,000 when almost every candidate will actually be offered $85,000 defeats the purpose.
Candidates will quickly recognise exaggerated ranges.
Keep the difference between the minimum and maximum explainable.
You should be able to say why one candidate might receive the lower end and another could reasonably receive the upper end.
Perhaps the difference reflects experience, supervisory responsibility, specialised tickets or technical expertise.
If there is no realistic pathway to the top of the range, do not advertise it.
Don't Use an Unrealistically Low Minimum
Some employers create a wide range simply to appear in more searches.
For example, advertising $70,000-$120,000 when the business genuinely expects to pay around $100,000.
That can confuse candidates and weaken trust.
The advertised figures should reflect what the employer would genuinely pay someone suitable for the role.
Clear information is better than gaming the range.
Explain "Depending on Experience"
There is nothing wrong with using a range depending on experience.
Just make sure experience actually affects the offer.
A first-time supervisor may sit near one point in the range.
Someone with years of relevant technical experience may justify another.
You can briefly explain this in the advertisement.
That gives candidates confidence that the range has some logic behind it.
Hourly Rate or Annual Salary?
Use whichever structure best reflects how the employee will actually be paid.
Hourly rates are common across many trade roles.
Annual salaries may make more sense for supervisors, managers and some permanent technical positions.
The important thing is consistency.
If the role is genuinely hourly, candidates will often want to know the hourly rate rather than having to reverse-engineer an annual figure.
If it is salaried, clearly explain whether additional overtime or allowances apply.
Include Super Clearly
Australian job advertisements can become confusing when it is unclear whether a salary includes superannuation.
If you advertise an annual amount, make the structure clear.
For example:
$95,000 plus super.
$100,000-$110,000 plus super.
Total package $120,000 including super.
Candidates should not need to discover at offer stage that the figure they assumed was base salary actually included super.
Clear wording prevents misunderstandings.
Be Clear About Overtime
Overtime can materially change trade earnings.
If overtime is available, explain how it fits into the role.
You do not necessarily need to calculate a hypothetical total annual income.
Simply make the arrangement clear.
For example:
$48-$52 per hour plus overtime.
$100,000 base plus paid overtime.
Regular optional Saturday overtime available.
This helps candidates understand both the base compensation and potential additional earnings.
Don't Inflate Earnings With Unrealistic Overtime
Be careful with phrases such as "earn up to $180,000" when reaching that figure would require enormous amounts of overtime.
Candidates increasingly recognise this type of advertising.
It can also lead to disappointment after someone starts and discovers the advertised earning potential was unrealistic.
Lead with normal compensation.
Then explain genuine overtime opportunities separately.
The advertised pay should reflect the job a typical successful candidate is actually being offered.
Explain Allowances
Allowances can significantly affect the package for certain roles.
This may include site allowances, travel allowances, tool allowances or other role-specific payments.
If they are meaningful, mention them.
Candidates comparing similar hourly rates may make a different decision once allowances are included.
Again, clarity is the goal.
Avoid requiring candidates to piece the remuneration structure together during an interview.
Include the Vehicle as Part of the Offer
A take-home vehicle can be a major benefit for mobile trades.
It may save an employee significant personal vehicle and fuel costs.
If the role includes one, make that obvious.
For example:
$48-$52 per hour + take-home vehicle.
$100,000-$110,000 + super + fully maintained vehicle.
The vehicle should not be used to disguise an uncompetitive wage, but it absolutely forms part of the total employment proposition.
Include Bonuses Carefully
If bonuses genuinely form part of compensation, explain how they work.
Avoid vague promises of huge earning potential.
Candidates are usually more interested in what they can reliably expect than an impressive theoretical maximum.
A clear base salary plus realistic bonus structure is much more credible.
For most trade roles, simplicity is usually best.
Salary Helps Your Ad Stand Out
Job seekers often scan many advertisements quickly.
A visible, competitive rate can immediately make your vacancy more attractive.
This is particularly useful when recruiting occupations where experienced candidates have significant choice.
If you offer a strong rate but hide it, you are giving up one of your best selling points.
Another employer advertising the exact same role with a clear salary may receive the candidate's attention first.
Salary Information Is Becoming More Common
Pay transparency has become increasingly visible in Australian recruitment.
Indeed's Australian hiring research has previously found salary information becoming more common across job postings, while its employer resources continue to encourage businesses to include clear pay ranges.
That does not mean every Australian job advertisement currently publishes salary.
Many still do not.
For employers willing to provide it, transparency can therefore become another way of differentiating the vacancy.
What If Your Salary Is Below Competitors?
This is where some employers become nervous about displaying pay.
If competitors are offering more, showing your rate makes the difference visible.
But hiding it does not make the problem disappear.
Candidates will eventually ask.
Instead, look at the complete role.
Perhaps you offer local work, a take-home vehicle, no weekends, flexible starts or a much better roster.
Those benefits may compensate for a reasonable pay difference.
Advertise them alongside the salary.
Don't Try to Hide an Uncompetitive Role
If candidates repeatedly reject the salary when you finally reveal it, the problem is not transparency.
The problem is the offer.
You may need to review the rate.
Alternatively, you may need to improve other aspects of the position.
Hiding the salary might increase initial applications, but it will not magically turn an uncompetitive job into an accepted offer.
Salary Transparency Makes Total Package Comparisons Easier
Candidates do not only compare dollar amounts.
They compare the whole job.
Imagine two positions.
Role A pays $52 per hour but requires regular weekends and a long commute.
Role B pays $49 per hour, includes a take-home vehicle, offers local work and rarely requires weekends.
Different candidates may choose differently.
Showing salary allows them to make that comparison properly.
Without the number, they cannot assess the trade-off.
What If Pay Depends Heavily on Experience?
Use a range.
This is exactly what salary ranges are designed for.
A commercial electrician with two years post-trade experience may command a different rate from someone who can independently run large projects.
A mechanic with basic workshop experience may sit at a different level from an advanced diagnostic technician.
Show the realistic range and explain that the final offer depends on relevant capability.
Candidates generally understand this.
What If You're Open to Different Skill Levels?
Again, be clear.
You might genuinely consider both a competent tradesperson and someone capable of stepping into a senior position.
In that case, explain the distinction.
For example:
$45-$50 per hour for experienced tradespeople, with higher rates available for candidates capable of supervising projects.
This is better than publishing an enormous unexplained range.
It tells candidates what earns the higher figure.
What If You Could Hire an Apprentice or Qualified Tradie?
Consider separate advertisements.
An apprentice and a qualified tradesperson are fundamentally different candidates.
Trying to combine them into one broad advertisement often makes the role confusing.
Separate ads let you use appropriate job titles, requirements and pay information.
They also make it easier for candidates to find the opportunity that applies to them.
What If Your Current Employees Earn Less?
This is one of the biggest reasons businesses avoid publishing salary.
You may need to advertise a higher rate to attract new workers while existing employees are on older pay arrangements.
That creates an internal problem.
But hiding the new salary does not necessarily solve it.
If the business needs to increase market rates to recruit, it may also need to review the compensation of comparable existing employees.
Otherwise, the new hire could solve one vacancy and create two resignations.
Salary Compression Is a Real Retention Issue
Suppose a long-serving fitter earns $42 per hour.
The market has moved and the company now needs to advertise $48-$52 to attract another fitter.
Hiring at $50 while leaving the experienced existing employee at $42 is likely to create frustration if the difference becomes known.
This is salary compression.
Recruitment decisions should therefore consider internal equity as well as external market rates.
Sometimes increasing existing employees' pay is part of the cost of staying competitive.
What If Competitors See Your Salary?
They might.
But competitors can often estimate market rates already.
Candidates and recruiters share information.
The value of attracting suitable applicants may outweigh the disadvantage of revealing your range.
Each employer needs to make that decision for themselves.
However, secrecy should have a clear business benefit rather than simply being the way the company has always advertised jobs.
What If Customers See Your Salary?
Some trade employers worry that clients will see what employees earn and question labour rates.
Employee wages and customer charge-out rates are not the same thing.
Charge-out rates also cover vehicles, insurance, tools, administration, leave, downtime, compliance, training and business overheads.
A customer's misunderstanding of labour economics is not necessarily a strong reason to hide salary from candidates.
If transparency materially improves recruitment, the business benefit may be greater.
When Might You Not Include an Exact Salary?
There are situations where an exact number may not make sense.
The role may be unusually flexible.
You might be open to significantly different levels of responsibility.
The candidate's technical background could materially change the position offered.
In these cases, use a sensible range or explain the structure.
Avoid simply writing "salary negotiable" unless you truly cannot provide anything more useful.
Salary Negotiable Is Better With a Starting Point
If there is genuine flexibility, give candidates an indication.
"From $50 per hour depending on experience" is more useful than "salary negotiable."
"Up to $120,000 plus super depending on experience" provides context.
A range provides even more information when possible.
The objective is not locking the employer into one number.
It is helping candidates understand whether the opportunity sits roughly where they expect.
Where Should Salary Appear in the Ad?
Do not bury it near the bottom.
Pay is one of the first things many candidates want to know.
Include it near the beginning of the advertisement, ideally alongside the other key details.
For example:
Maintenance Electrician
$50-$56 per hour + super
Day shift
Western Melbourne
Optional overtime
This allows candidates to understand the fundamentals within seconds.
Put the Strongest Information Near the Top
The top of a trade job advertisement should quickly answer the candidate's biggest questions.
Job title.
Location.
Pay.
Roster.
Major benefits.
After that, explain the work and requirements.
Employers sometimes spend the first four paragraphs describing the history of the company before giving candidates any reason to care about the vacancy.
Reverse that order.
Sell the job first.
Salary Should Match the Job Title
The advertised pay and title should make sense together.
If you are offering an ordinary tradesperson rate, do not advertise for a "Senior Electrical Supervisor" simply to attract experienced candidates.
Similarly, if the job involves significant leadership responsibility, compensation should reflect it.
Candidates notice mismatches quickly.
Clear titles and realistic pay improve the quality of the recruitment funnel.
Salary Won't Fix a Bad Job Ad
Adding a pay range is not enough by itself.
Candidates still need to know what the job involves.
Explain location, work type, hours, vehicle, travel and major responsibilities.
Avoid unreasonable lists of requirements.
Salary attracts attention.
The rest of the advertisement needs to convince the person to apply.
Salary Won't Fix a Bad Job
This is even more important.
A very high salary may attract applications to a difficult job.
It does not guarantee retention.
If management is poor, travel is extreme or the roster is unsustainable, people may still leave.
Compensation is one part of the employment proposition.
Employers should improve the underlying role as well as the advertisement.
Salary Can Help Recruit Passive Tradies
Passive candidates are already employed.
They need stronger reasons to move.
A job advertisement without salary asks them to invest time before even knowing whether the opportunity is financially relevant.
A visible range gives them a reason to investigate further.
This can be especially important when recruiting experienced tradespeople who are not desperate to leave their current employer.
Passive Candidates Need a Reason to Pay Attention
Imagine a qualified technician casually scrolling jobs.
They are reasonably happy where they are.
One advertisement says:
"Competitive salary and great culture."
Another says:
"$55-$60 per hour + vehicle, local work, no weekend roster."
Which one is more likely to make them stop?
Specific information creates curiosity.
Vague information creates work.
Salary Transparency Can Speed Up Hiring
Compensation discussions often create delays.
If expectations are aligned from the beginning, interviews can focus on whether the candidate can do the job and wants the role.
There is less chance of reaching the final stage only to discover a major salary mismatch.
This can reduce time to hire.
That is particularly valuable when strong candidates are considering multiple offers.
It Can Improve Offer Acceptance
A candidate who applied knowing the advertised range is less likely to be shocked by the final offer.
There may still be negotiation.
But both parties entered the process with similar expectations.
That reduces one common reason offers collapse.
Transparency does not eliminate negotiation.
It gives negotiation boundaries.
How Wide Should Your Salary Range Be?
There is no perfect width.
The range should reflect genuine flexibility.
For hourly trade roles, a relatively tight range is often easier to understand.
For positions where responsibilities can vary significantly, the range may need to be broader.
Ask yourself whether you could realistically explain what someone needs to demonstrate to earn the top end.
If you cannot, the range is probably too wide.
Don't Put Everyone on the Bottom of the Range
If every successful candidate is automatically offered the minimum, candidates will eventually notice.
The range should have meaning.
Candidates bringing stronger experience or additional value should genuinely have the possibility of receiving more.
Otherwise, advertise the actual starting figure.
Transparency works only when it is honest.
Be Ready to Explain the Offer
Candidates may ask why they were offered $48 when the range goes to $55.
Have an answer.
Perhaps the top end requires supervisory experience.
Maybe it reflects a particular technical skill.
Explain this clearly and respectfully.
A transparent range can make negotiation easier because there is already a shared reference point.
Don't Advertise an Award Minimum as Though It Is a Premium Rate
Employers should be careful with wording.
Meeting minimum employment obligations is not a unique employee benefit.
If the role genuinely pays significantly above applicable minimums, that can be worth mentioning.
But avoid presenting basic legal compliance as an extraordinary perk.
Candidates are comparing actual market opportunities.
Should You Mention Annual Earning Potential?
You can, but be careful.
If overtime consistently increases earnings, an estimated total may help candidates understand the opportunity.
Still lead with the normal base rate.
For example:
$50 per hour base + overtime. Typical total earnings vary depending on hours worked.
Avoid promising a specific annual figure unless it is realistic and supportable.
Base compensation should remain clear.
Should You Mention RDOs?
Yes, if they are part of the role.
RDOs can be attractive to trade candidates.
Include them alongside other practical conditions.
The complete package may read:
$48-$52 per hour + super, RDOs, take-home vehicle and optional overtime.
That tells candidates significantly more than salary alone.
Should You Mention Tools or Tool Allowances?
If relevant, yes.
Some trades expect employees to provide certain tools while others rely heavily on employer-supplied equipment.
Make the arrangement clear if it materially affects the role.
A tool allowance can add value.
Company-supplied specialist equipment can also be attractive.
Candidates appreciate knowing what they will need to provide themselves.
Should You Mention Paid Travel?
Definitely if it is relevant.
Travel can dramatically affect the value of a trade job.
If employees are paid from the workshop, from home or for significant travel between sites, explain the arrangement accurately.
"Paid travel" can be a strong selling point.
Be precise enough that candidates understand what it actually means.
Salary in Electrician Job Ads
Electricians can work across residential, commercial, industrial, service, infrastructure and resources environments.
Pay can therefore vary significantly depending on the role.
A clear range helps candidates immediately understand where the opportunity sits.
Also show vehicle, overtime, travel and roster where relevant.
An industrial electrician comparing several technical roles may consider the complete package rather than base rate alone.
Salary in Plumbing Job Ads
Plumbers often compare more than hourly pay.
Vehicle arrangements, callouts and travel can have a large impact on the value of the position.
Show the rate, then explain those conditions.
For service plumbing roles, after-hours arrangements should be particularly clear.
Candidates should know what they are signing up for.
Salary in Mechanic Job Ads
Mechanic pay can vary significantly between light vehicle, heavy diesel, field service and resources roles.
Use the title and salary together to define the opportunity.
A heavy diesel mechanic may ignore a vague advertisement because they already have numerous options.
Showing a competitive rate, roster and equipment type gives them much more reason to investigate.
Salary in Fitter Job Ads
Fitters often compare day shift, rotating shift, shutdown and resources opportunities.
Pay can be difficult to understand if shift loadings and overtime are left unexplained.
Provide a clear base rate or salary.
Then describe additional conditions separately.
This makes comparisons easier and reduces misunderstandings later.
Salary in Welding and Boilermaker Job Ads
Workshop, site, shutdown and FIFO roles can offer very different earning structures.
Candidates need to know which type of opportunity they are viewing.
A local workshop may not offer remote-project earnings but could provide stability, consistent hours and being home every night.
Show the rate honestly and sell the lifestyle alongside it.
Salary in HVAC and Refrigeration Job Ads
Vehicle and on-call arrangements can be almost as important as the base salary.
Clearly explain the compensation structure.
Include a salary or hourly range, vehicle and any significant overtime or on-call payments.
For experienced technicians, transparency can help your advertisement stand out in a specialised candidate market.
Salary in FIFO Job Ads
FIFO candidates generally expect clear information.
Pay.
Roster.
Point of hire.
Travel arrangements.
Site conditions.
Leaving salary hidden while displaying the roster creates an incomplete picture.
Experienced FIFO tradies often compare several opportunities closely, so specific information matters.
Salary in Apprentice Job Ads
Apprentice pay structures differ from experienced trade roles and may depend on factors such as apprenticeship stage and applicable industrial arrangements.
Employers should provide accurate information relevant to the position.
Avoid advertising a qualified-tradie earning potential in a way that could confuse someone about the actual apprentice wage.
Apprentice recruitment still benefits from transparency.
Candidates and parents may both want to understand how the employment arrangement works.
What If You Are Unsure What Salary to Offer?
Research before advertising.
Look at comparable roles in your area.
Speak with industry contacts.
Review recent recruitment outcomes.
Consider what existing employees are paid.
Think about how difficult the skill set is to find.
The job market will provide feedback quickly.
If strong candidates consistently reject the range, you may need to reassess it.
Use Applications as Market Feedback
A job advertisement can reveal whether your offer is competitive.
If views are strong but applications are extremely low, compensation could be one factor.
If suitable candidates apply but withdraw after learning more about pay, the signal is stronger.
If offers repeatedly fail because competitors are offering significantly more, pay probably needs attention.
Do not automatically blame the labour shortage.
Recruitment results provide useful market information.
Don't Increase Advertising Spend Before Reviewing Salary
If an advertisement receives poor results, employers sometimes immediately pay for more promotion.
First review the role.
Is the salary competitive?
Is it visible?
Does the range make sense?
Are the benefits clear?
More traffic will not fix a job that candidates consistently reject once they understand the compensation.
Improve the offer before buying more exposure.
Salary Transparency Works Best With Good Benefits
Pay should not be presented in isolation.
Show why the overall package is attractive.
For example:
$50-$55 per hour + take-home vehicle + local work + optional overtime.
$110,000-$120,000 + super + RDOs + no weekend roster.
$48-$52 per hour + paid travel + training.
This gives candidates a much better understanding of the actual opportunity.
Keep the Advertisement Simple
You do not need a complex compensation table.
Make the main information easy to scan.
Salary or hourly rate.
Super if relevant.
Major allowances.
Vehicle.
Overtime.
Then explain anything more complicated later in the advertisement or recruitment process.
Candidates should understand the basics within seconds.
Should Tradie Jobs Show Salary?
For employers posting on specialist trade job boards, salary information can be particularly useful because candidates are often comparing similar occupations side by side.
A mechanic may be looking at several mechanic vacancies.
An electrician may compare multiple electrical jobs.
Showing pay gives your vacancy another piece of information that can help it stand out.
The stronger and clearer the offer, the easier it is for the right candidate to recognise it.
Where Tradie Jobs Fits In
Tradie Jobs focuses on Australian trade and blue-collar employment across electrical, plumbing, automotive, carpentry, HVAC and refrigeration, fitting, welding, boilermaking, landscaping, labouring, scaffolding, traffic control, FIFO and mining.
For employers advertising trade vacancies, providing clear compensation information can make listings easier for candidates to evaluate.
A specialist trade job board can help put your vacancy in front of the right audience.
The job itself still needs to be compelling.
Clear salary information, realistic requirements and practical benefits can help turn that visibility into suitable applications.
A Simple Salary Section for a Trade Job Ad
You do not need to overcomplicate it.
Something like this can work:
$48-$53 per hour plus super.
Take-home vehicle.
Paid overtime available.
Mostly local work.
Or:
$105,000-$115,000 plus super.
Monday to Friday day shift.
RDOs.
No regular weekend roster.
Simple information is easy to understand and compare.
A Practical Rule for Employers
If you already know approximately what you are willing to pay, there is usually a strong argument for putting it in the advertisement.
Use a range if appropriate.
Make it realistic.
Explain the important additions.
Keep it near the top.
If you are reluctant to show the figure because you think candidates will reject it, review the figure before hiding it.
Transparency works best when the employment offer is genuinely competitive.
Final Thoughts
For most trade job advertisements, including salary is a good idea.
It gives candidates one of the most important pieces of information they need.
It improves transparency.
It helps unsuitable applicants filter themselves out.
It reduces wasted conversations.
It can help passive candidates decide whether your opportunity is worth considering.
And if your pay is genuinely strong, it turns compensation into a recruitment advantage.
You do not necessarily need to advertise one exact figure.
A realistic range is often better.
Show the base compensation clearly, explain important additions such as overtime and vehicles, and make sure the advertised range reflects what you would actually pay.
Salary transparency will not fix poor management, unrealistic requirements or a bad roster.
But as part of a strong employment offer, it makes your job easier to understand and easier for the right tradie to choose.
Frequently Asked Questions
Should you include salary in a trade job ad?
In most cases, yes. A salary or hourly range helps candidates assess the opportunity and can reduce mismatched applications.
Do job ads with salary attract more applicants?
Clear pay information can improve candidate engagement, although the more important benefit may be attracting applicants whose expectations match the role.
Is it better to show an exact salary or range?
A realistic range often works well because it gives employers some flexibility based on experience and capability.
How wide should a salary range be?
It should reflect genuine differences in what you may pay. Avoid extremely broad ranges that candidates cannot realistically interpret.
Should I advertise an hourly rate or annual salary?
Use whichever best reflects how the role is actually paid.
Should salary include super?
Make it clear whether an annual figure is plus super or inclusive of super.
Should I include overtime in the advertised salary?
Show the base compensation clearly and explain overtime separately unless the total figure genuinely reflects normal guaranteed compensation.
Can I advertise potential earnings?
Yes, but avoid exaggerated figures based on unrealistic amounts of overtime.
Should I write "competitive salary"?
You can, but a numerical range is far more useful to candidates.
Is "salary negotiable" enough?
A range or starting figure generally provides candidates with more useful information.
What if salary depends on experience?
Advertise a realistic range and explain that the final rate depends on relevant experience or capability.
What if competitors pay more?
Be transparent and promote other genuine advantages such as better roster, local work, vehicle, flexibility or training.
Can benefits compensate for slightly lower pay?
They can. Many tradies consider the total package rather than salary alone.
Should I advertise a company vehicle?
Yes, particularly if it is a take-home vehicle and forms a meaningful part of the package.
Should I include RDOs?
Yes, if they apply to the role and are likely to be attractive to candidates.
Should I mention paid travel?
Yes. Travel arrangements can significantly affect the value of a trade job.
Will competitors see my salary?
Potentially, but candidates and recruiters often already have substantial visibility into market rates.
What if customers see what my tradies earn?
Employee wages and customer charge-out rates are different because charge-out rates include many other business costs and overheads.
What if my existing employees earn less than the salary I need to advertise?
Review internal pay equity. Hiring someone on significantly better conditions can create retention problems among existing employees.
Can hiding salary increase applications?
It may increase initial interest from some candidates, but it can also create wasted applications from people who would never accept the eventual offer.
Does salary transparency save recruitment time?
It can, because candidates whose expectations are far outside the range can decide not to proceed before interviews begin.
Can salary transparency improve offer acceptance?
It can help by aligning expectations earlier in the recruitment process.
Should salary appear near the top of the ad?
Yes. Pay is one of the first pieces of information many candidates look for.
What else should appear near the top?
Job title, location, roster and major practical benefits.
Should electrician job ads show pay?
Generally, yes, particularly because electricians may be comparing opportunities across several sectors.
Should plumber job ads show pay?
Yes, and employers should also explain vehicle, travel and callout arrangements where relevant.
Should mechanic job ads show pay?
Yes. Clear pay is especially useful when distinguishing between light vehicle, heavy diesel and field-service opportunities.
Should FIFO ads show salary?
Yes. FIFO candidates generally compare pay alongside roster, travel and point-of-hire arrangements.
Should apprentice ads show wages?
Providing accurate wage information can make the opportunity clearer for apprentice candidates.
What if I don't know what salary to advertise?
Research comparable jobs, review existing employee pay and use candidate feedback to determine a realistic market range.
Does Indeed recommend salary transparency?
Yes. Indeed's Australian employer guidance encourages employers to include clear pay information and realistic salary ranges in job advertisements.
Does salary transparency replace a good job ad?
No. Candidates still need clear information about duties, location, roster, benefits and requirements.
What is the best way to show salary in a trade job ad?
Use a realistic numerical range, clearly state whether super is additional, explain major extras such as overtime and vehicles, and position the information near the top of the advertisement.