As we approach a new year, many Hawaii employers continue to face challenges in recruiting and retaining top talent. Beginning January 1, 2024; Act 203 will require Hawaii employers with 50 or more employees to disclose the hourly rate or salary range that reasonably reflects the actual expected compensation in job listings. As many employers review their job listings to comply with this new law, now is also a great time for Hawaii employers to review their job listings generally for maximum effectiveness.

In addition to including the hourly rate or salary range, there are three other points employers can include with job listings to help attract the right talent: using inclusive language, highlighting the organization’s culture, and detailing unique benefits. This article explores the significance of these components and the benefits of including them in job listings.

Inclusive Language
Inclusive language can help to foster a diverse and welcoming work environment. Employers can ensure job listings use language that avoids stereotypes, bias, and exclusionary terms, which can help potential and existing employees feel valued. Consider the fundamental job duties and requirements for the position. Can they be rephrased in more inclusive, straightforward terms? For example, instead of requiring a bachelor’s degree, could other work experience and/or training give a potential applicant equivalent (or even better) knowledge, skill, or ability to do the job?

Organizational Culture
Many workers want to do work they find meaningful in some way. By highlighting the organization’s culture, particularly its mission and values, employers can attract applicants whose views are well-aligned with those of the organization. Sometimes, even the best applicant on paper might not be the right fit if their core values conflict with the organization’s or if they don’t support the organization’s mission.

Benefits
An organization’s benefits package can also work to support its values and attract the right workers. With Hawaii’s minimum wage set to reach $18 per hour by 2028, and the US Department of Labor proposing to tie its minimum salary threshold to Census data, many employers are struggling to keep up with competitive wages. One way to compete is to offer unique benefits that some workers may find more helpful than just their paycheck. For example, some workers would take a job with lower pay in exchange for more flexibility in their work schedules. Other workers might prioritize feeling included at work over the number of paid time off days. Employers should not overlook the opportunity to advertise the benefits that set them apart from their competitors in the labor market.

Hourly Rate or Salary Range
Finally, including the hourly rate or salary range in the job listing will be required by law for many employers. Smaller organizations may choose to include this information or not, though recent surveys have shown job listings that include wage information tend to get more applicants. Clearly communicating pay information in job listings helps establish an open line of communication from the beginning, fostering trust between the employer and potential employees.

Takeaway
Employers should consider going beyond what is required by law in job listings and leverage the opportunity to attract the right talent. By using inclusive language, highlighting the organization’s culture, and detailing unique benefits, in addition to including hourly rate or salary range information, employers can attract more applicants who will be a better fit for the role and the organization.