Confused about what DOE Compensation means? as well as what it is all about?. Here are some quick facts about DOE Compensation that will help put you in the light.
What is DOE Compensation?
DOE is also known as ‘Depends on Experience’ are common terms used by HR professionals, to demonstrate variances in salaries and benefits depending on candidates’ or employees’ experience. For some job descriptions, it can simply be used to describe wages as competitive, while others may use the acronym DOE which indicates that compensation depends on experience.
What DOE means for salary, is that job-hunters choose between postings on a number of criteria, even though wages and benefits are amongst the most important. DOE typically reserves the right for employers to offer a salary suited for a candidate’s experience, which happens to be one of the main reasons for omitting salary ranges in job advertisements.
There’s also the DOQvariant (Depends on qualifications). Note that in either case, this acronym simply acknowledges that potential employers will work within an overall salary range, but the employer is ready to pay more for a candidate who has more experience or better qualifications.
How Important is DOE?
It is very important mostly when writing job descriptions or sending referral emails, especially where the salary is not specified, as the amount of compensation depends on the applicant’s experience or qualification.
It helps employers categorize candidates with different experiences in order to offer different compensation as well as benefit packages.
Advantages of Using DOE Compensation on a Job Posting
Using industry specified acronym streamlines your job postings.
It helps you know more about candidates’ backgrounds, qualifications, as well as skills before a salary is committed.
It helps you see potential hires who are flexible as regards salary negotiations.
It acts as a medium for which you can use to reward candidates that have additional experience beyond the minimum requirements for the job.
Disadvantages
- Applicants would prefer to have prior knowledge of the salary range.
- Some applicants may boycott applying, as they may assume it’s not worth it.
- Maybe a waste of time, as job seekers who are really not interested in your salary range may also be attracted.
- It is unsuitable for job ads in small companies, mostly if you have only one position to fill.
- Inflexible candidates instead of those who are eager to learn may be attracted.
- May convey a message showing that you do not know what you are looking for.
How to Use DOE Effectively in a Job Posting
To do this, add “depends on experience” (DOE) at the end of a job ad beneath the “salary” heading or “compensation”. Note that if you wish, you can also disclose the salary range in the ad. This will prevent candidates who are not interested in your range from applying.
How to establish a DOE salary range for your job.
Make use of the Bureau of Labor Statistics’ Occupational Employment Statistics database to get access to the salary ranges for occupations by region, workplace, etc. You can also research salary surveys that are published by recruiting firms and professional organizations.
Sites like LinkedIn, Glassdoor and Salary.com can also come in handy in researching market rates for similar jobs.
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