If a Hungarian worker is browsing for a job in Western Europe, he or she may be faced with the fact that most advertisements publish the exact amount of monthly benefits in a given place, or at least on the basis of wage bands, since the opening of the EU labor market.
The Western example is also spreading in the countries of the region, in Slovakia, for example, since 2018 it has been mandatory to indicate the gross basic salary in each job advertisement. In comparison, there is no regulation in Hungary in this regard. Although there are more and more companies that have recognized that the disclosure of payment data is important and effective information in recruitment, i.e. transparency can be a “value”, but the majority is still reluctant to provide voluntary data.
The tricky and meaningless slogan of “competitive pay” or just the “attractive benefits package” is still very common in job advertisements, which at best convinces the jobseeker that he will not earn less than elsewhere, but rather just says that you don’t have to do the work for free. In contrast, the majority of applicants like to have the income available in the job advertisement.
Why many employers are reluctant to share with the world what salary they offer can be due to many reasons – for example, fear of not being a suitable candidate, fear of competition, and so on – but obviously suggesting that it is not public, who earns how much.
What about the jobs inside?
It is much more difficult to get a general picture of the typical nature of wage transparency in Hungarian workplaces. In the hr profession, in parallel with the growing labor shortage, rumor research has become increasingly important: and experience shows that there is the most gossip about pay in the workplace and that workers are informed about each other at lightning speed.
If a company management keeps it a secret while it turns out that everyone gets as much pay as they could fight for themselves, and the salaries of employees have nothing to do with their knowledge, experience, performance, it can certainly backfire in today’s world. After all, in recent years, not only IT professionals, but also, for example, plant operators have been receiving regular phone calls or social media inquiries from recruiters of competing companies.
Wage transparency can play a key role in retaining and motivating people, so the change in employers’ attitudes is likely to be reflected in the results of the research.
It also turned out that women are a little better informed – which is somewhat contradictory when we look at the fact that in research we asked about an all-encompassing right. Employers may prefer to share confidential information with women, but it is not a negligible aspect that women play a more active role in the internal flow of information, rumors.
It also turned out that the younger age group is better informed, which highlights the importance of informal channels. In other words, in most Hungarian companies, the transparency of salaries does not necessarily mean that the employer will post the payroll on the bulletin board, but the numbers can be inquired mostly by those who are very interested. This is more of a topic for young people, as they are more likely to change jobs at any time. The awareness of the older age group may also suggest that this is often confidential information, as more experienced colleagues may gain greater insight.
The data below already reflect a much clearer picture in terms of the fact that companies that employ higher-skilled workers strive for transparency and the development of organizational culture.
Prior to 2015, i.e. before the spread of general labor shortages, it was not customary to extend wage data, this “more conservative” approach may have persisted more in rural jobs. The less opportunity there is to change jobs, the less interested an employer is in having his employee “initiated”.
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A Pulse Researcher The survey was conducted by interviewing 1,000 people, the answers represent the opinion of the Hungarian adult population. This means that the data, according to gender, age, education and type of settlement, reflect the opinion of the adult population of 18 plus according to the data of the Hungarian population.
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Source: Napi.hu by www.napi.hu.
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