Feature Spotlight: Job Posting Salary Enforcement

Pay transparency laws keep spreading from state to state, each with its own rules on when a pay range must appear on a job posting. For an agency posting across many locations and job types, keeping those requirements consistent can become a process of its own. The challenge grows with the business: more recruiters, offices, job types, and client requirements create more combinations to account for, while changes to the requirements need to make their way into the process consistently.

Job Posting Salary Enforcement in Avionté turns those requirements into a built-in check. Agencies configure which states and job types require salary disclosure, and AviontéBOLD applies those rules when recruiters create and publish jobs. When a job matches a configured rule, Min Pay Rate and Max Pay Rate are required before the posting can be submitted. Instead of relying on manual checks to determine whether a job meets your agency’s pay transparency requirements, BOLD builds those requirements directly into the posting workflow.

Put Pay Transparency Requirements Into the Recruiting Workflow

Pay transparency involves more than entering a salary range. Agencies need to catch missing or inconsistent pay data before a job goes live, ensure that information follows the job wherever it’s published, and maintain visibility into what was posted.

Job Posting Salary Enforcement helps bring those steps into the recruiting workflow, giving teams a more consistent way to manage configured requirements as posting volume grows.

• Catch Missing or Inconsistent Pay Data Before Publishing
  BOLD provides an early warning when a recruiter creates a job with a worksite address in a configured state, surfacing the salary requirement before the recruiter reaches the posting stage. If the job matches a configured state and job type, the posting can’t be submitted without the required minimum and maximum pay rates. BOLD also checks Target Pay Rate against the entered range and flags a target that falls outside the minimum and maximum. Recruiters can address the issue before the salary information reaches a job board, Careers Page, or other distribution channel.

  For agency leaders, the value is consistency and control. Once your agency establishes the rules, BOLD applies them every time a matching job is posted. Recruiters get a clear requirement at the point of posting, while leadership gets a consistent safeguard against jobs being published without required salary information.

  Your agency remains responsible for determining which salary disclosure requirements apply to its business. Avionté doesn’t determine which laws apply; Salary Enforcement gives you a way to configure the requirements you’ve established and apply them consistently to applicable postings.

• Keep Salary Information with the Job
  Getting the salary range into the job record is only part of the process. Candidates need to see that information wherever the position is published, and the information needs to remain consistent as the job moves through the agency’s distribution channels.

  The pay range flows to Indeed, ZipRecruiter, and Google for Jobs through their native salary fields. For job boards without structured salary fields, BOLD appends the salary information to the job description. The same salary data can flow through JSON and RSS feeds, Careers Page iFrames, and the Partner API, helping agencies maintain consistent salary information wherever candidates encounter the job.

  For staffing agencies, that means the salary information configured during job creation can travel with the job rather than requiring teams to manage it separately for each posting destination.

• See What Salary Information Was Posted

  After the job is published, agencies can review the salary information through the Job Post Summary Report. The report includes Min Pay Rate, Max Pay Rate, and Target Pay Rate for jobs where enforcement applies, giving agency leaders and compliance teams visibility into the information associated with those postings. As job volume grows, that visibility becomes more valuable. Teams can review applicable postings through reporting rather than opening individual jobs to understand what salary information was entered, giving leadership a clearer view of how the agency’s configured requirements are being applied.

Keep Pay Transparency Requirements Consistent as You Grow

Pay transparency requirements will continue to evolve, but managing them shouldn’t require a growing layer of manual oversight. Job Posting Salary Enforcement gives agencies a repeatable way to turn their requirements into an operational control that scales with the business.

The value isn’t just preventing a missing salary range on one job. It’s creating a consistent process that helps reduce compliance risk as the agency adds recruiters, locations, job types, and posting volume. The agency establishes the rules, BOLD applies them to applicable jobs, and reporting provides visibility into the salary information being used.
Because job creation, posting, and reporting are connected in Avionté, the compliance check happens within the same staffing workflow rather than becoming another manual process for recruiters or compliance teams to manage.

To see Job Posting Salary Enforcement in action, request a demo or learn more by visiting our Knowledge Base.