Overview
This article helps you set up and manage salary information in Access Volcanic. You will learn how to configure salary ranges in the Admin Area, enable salary filters on job search pages, add currencies for multinational recruitment, and publish salary information on job ads to meet pay transparency requirements.
Key benefits
Configure salary ranges that appear on job ads and in search filters.
Enable salary-based filtering to help candidates find relevant opportunities.
Manage multiple currencies for international recruitment.
Support pay transparency legislation by displaying clear salary information.
Improve candidate experience with upfront salary information.
Build trust with candidates through transparent recruitment practices.
Before you start
Before managing salaries, make sure you have:
Admin Area access to your Access Volcanic website.
A clear set of salary bands you wish to use across your recruitment.
Agreed naming conventions for salary ranges within your team.
Understanding of any pay transparency requirements in your region.
📌 Note: Salary ranges need to be configured before they appear as filters on your job search page.
Publish salary information on job ads
There are two main ways to add salary information to job ads in Access Volcanic, each with different benefits and limitations.
Method 1: Using salary ranges
Salary ranges allow jobs to be automatically categorised and enable salary filters on the job search page. Jobs are assigned to salary ranges when their salary values fall within the configured parameters.
Configure salary ranges
Salary ranges define the minimum and maximum pay bands that candidates see on job ads and in job search filters.
Log in to your Admin Area.
Click Settings in the top navigation.
Select Salaries from the dropdown menu.
Click New.
Enter a Name for your salary range.
Complete the Lower range field with the minimum salary value.
Complete the Upper range field with the maximum salary value.
Optionally, select a Salary per frequency (such as per year or per hour).
Optionally, select a Currency for this salary range.
Select a Display option to control how the salary appears on job ads.
Click Submit.
📌 Note: Some integrations may not support all salary per options such as Year when posting jobs. Review the capabilities of your integration before configuring your salary options.
Add salary information using salary ranges
To assign a job to a salary range, complete the salary fields on the job to match your configured salary range parameters.
Complete the Salary Low field with a number that falls within your desired salary range.
Complete the Salary High field with a number that falls within your desired salary range.
Select the Salary per option that matches your salary range setup (for example, Year).
Select the Currency that matches your salary range setup.
Save or publish the job.
⚠️ Important: All four fields (Salary Low, Salary High, Salary per, Currency) must match the configuration of your salary range for the job to be automatically assigned to that range.
Enable salary as a job search filter
Open Job Search Settings.
Add Salary to the list of available filters.
Save your changes.
Example of salary range assignment
If your salary range is configured as:
Lower: 20000, Upper: 30000, Salary per: Year, Currency: GBP
Then your job should have:
Salary Low: 20000 or higher (for example, 22000)
Salary High: 30000 or lower (for example, 28000)
Salary per: Year
Currency: GBP
Method 2: Using the salary displayed field
The salary displayed field is a free text box that provides flexibility for adding specific salary information. However, jobs using only this method cannot utilise salary search filters.
📌 Note: If job search filters are important for your site, consider using salary ranges or Custom categories instead or as well as using the salary displayed field.
Add salary information using the salary displayed field
To display salary information without using salary ranges, complete only the salary displayed field.
Select New or Edit an existing job.
Scroll to the Salary section.
In the Salary displayed field, enter your salary information as free text.
Save or publish the job.
The salary information will appear on the job page and job card, but the job will not be available for salary filtering.
📌 Note: The salary displayed field accepts text, numbers, and symbols, giving you complete flexibility in how salary information appears to candidates.
Manage currencies
Currencies control how salary amounts display on job ads, particularly useful for multinational recruitment.
📌 Note: Learn more from our Currencies guide.
Pay transparency overview
Pay transparency legislation in many regions requires employers to provide clear salary information to applicants and employees.
Key requirements
In many regions, recent reforms require organisations to meet specific requirements:
Pay transparency requirements
Requirement | Description |
Salary disclosure | Share salary ranges on job postings |
No salary history requests | Avoid asking applicants about previous compensation (legally required in some regions and considered best practice for equity) |
Pay criteria transparency | Provide clear pay and progression criteria to employees |
Pay gap reporting | Report gender pay gaps for organisations over certain employee thresholds |
Gap explanation | Explain or address unexplained pay gaps over 5% |
Discrimination compensation | Provide compensation for discriminatory pay gaps where required |
Why salary transparency matters
Publishing salary ranges on job ads:
Builds trust with candidates by demonstrating transparency.
Improves application quality as candidates can self-select based on salary expectations.
Supports compliance with evolving pay transparency legislation.
Helps organisations address pay inequity in recruitment.
📌 Note: Learn more about our Pay Transparency tools in our Diversity Equity and Inclusion guide.
Support job seeker rights
Employers and recruitment agencies should adapt their practices to support transparent hiring, while candidates have specific rights that must be respected.
Key principles for transparent hiring
Avoid asking applicants about salary history: Job seekers have the right to withhold salary history information, which is legally protected in many regions.
Consider publishing salary ranges early in the hiring process: Candidates have the right to receive salary range information for positions they are considering.
Provide average salary data when requested: Job seekers have the right to request salary comparisons from employers.
Consider reporting on gender pay gaps where applicable: This supports transparency and helps address systemic pay inequities.
Address unexplained pay gaps of 5% or more: Job seekers have the right to seek compensation for discriminatory pay gaps where applicable.
Respect candidate privacy during the application process: This builds trust and demonstrates commitment to fair hiring practices.
Best practices
Follow these guidelines to manage salaries effectively:
Agree on clear naming conventions for salary ranges before creating them.
Regularly review salary ranges to ensure they reflect current market conditions.
Test salary filters on your job search page after making updates.
Ensure internal teams understand pay transparency requirements in your region.
Use consistent currency selections across similar job types.
Monitor the effectiveness of salary filters in helping candidates find relevant opportunities.
🤓 Tip: Consider using external benchmarks like census data or LinkedIn Talent Insights when setting salary ranges to ensure they're realistic and competitive.
FAQs
Q1: Do I need salary ranges for the salary filter to appear on the job search page?
Answer: Yes, the salary filter only appears when salary ranges exist in your system and the filter is enabled in Job Search Settings.
Q2: Can I hide salary information on some job ads?
Answer: Yes, salary information is optional on individual job ads, but displaying it may improve candidate engagement and help with pay transparency compliance.
Q3: Can I use multiple currencies across different jobs?
Answer: Yes, each job ad can use its own currency as long as the currency has been added in the Admin Area under Reference Data.
Q4: What's the difference between salary ranges and currencies?
Answer: Salary ranges define the pay bands available for selection on job ads, while currencies control how monetary values are displayed (such as £, €, or $).
Q5: Why isn't my salary filter showing on the job search page?
Answer: The salary filter requires both salary ranges to be configured and the filter to be enabled in Job Search Settings. At least one live job must also be assigned a salary range for the filter to appear.
Q6: Can I edit salary ranges after they're created?
Answer: Yes, you can edit existing salary ranges through the Settings > Salaries area in the Admin Area. Changes will apply to any new jobs using those ranges.
Q7: Do salary ranges work with Applicant Tracking System (ATS) integrations?
Answer: Yes, but specific functionality may vary depending on your ATS integration. The Salary Per Hour and Salary Per Day options only work with Bullhorn integrations.
Q8: What should I do if I need help with pay transparency legislation?
Answer: Pay transparency requirements vary by region and organisation size. Start by checking with your HR team, regional compliance officer, or legal department for guidance specific to your location and industry.
Q9: I'm having trouble with salary assignments not working properly. What can I do?
Answer: If you're experiencing issues with salary assignments, this may be due to missing currency or "salary per" values on jobs. Salary bands only assign to jobs when the salary amounts fall within the range AND the currency matches AND any "salary per" setting is correctly assigned. If your integration (such as Bullhorn) doesn't support all "salary per" options like "Year", or if you need more control over salary assignments, consider using the Custom categories feature instead. Custom categories give you simpler control over job categorisation, though note that not all integrations support Custom categories.
Q10: Won't sharing salary ranges cause internal issues with our existing employees?
Answer: Sharing salary ranges may feel sensitive, but candidates can already access similar information through platforms like Glassdoor and The Pay Index. Transparency builds trust and consistency rather than creating problems.
Q11: How can we assess candidate affordability without knowing their salary history?
Answer: Focus on publishing clear salary ranges and aligning expectations early with candidates. Candidates can self-select based on the published range, which improves the quality of applications you receive.
Q12: What's the difference between using salary ranges and the salary displayed field?
Answer: Salary ranges automatically categorise jobs and enable search filters, but require matching four specific fields (Salary Low, Salary High, Salary per, Currency). The salary displayed field is a flexible free text option that appears on job pages but doesn't support filtering functionality.