'When you're that honest and transparent, and there's a process and rhyme and reason behind it, it just builds a connection with a candidate,' Ward said, adding: 'If you're paying somebody well and are transparent about it, and you're really setting them up for success within a healthy culture, these employees are going to work really hard.' Helping or hurting retention? In an August survey from the management-consulting company Gartner, nearly half of the respondents said they didn't apply for a job between May 2022 and May 2023 because the job description omitted salary information. 'We're also seeing that because these expectations of pay are set prior to an individual talking with a recruiter or coming in for an interview with these clients, there's no wiggle room in there.'Ĭandidates also appear more likely to apply for positions that list compensation in the description. 'There's been a positive impact around the candidate journey, which, I think, has led to a much more positive candidate experience,' Rachel Ward, vice president of talent acquisition at Orion Talent, told Insider. Companies in the first 90 days in the energy, medical, manufacturing, industrial, and construction sectors - the top five industries Orion Talent tracks - saw 23% fewer departures in the first 90 days as of last Friday. In an analysis of internal hiring data from companies in states with transparency laws shared with Insider, the recruiting firm Orion Talent found that, as of last Friday, 10.3% more new hires made it through the first 90 days of the job compared with states without such laws. Though pay-transparency laws could push companies to raise salaries, they might exacerbate pay compression - or when new hires' salaries push closer to or exceed the pay of current staff. The law covers base pay and mandates that the ranges can't be open-ended, meaning an employer can't write '$18 an hour or more,' for instance.

In November, a New York City law went into effect requiring employers with four or more workers, at least one of whom works in the city, to disclose 'good faith' salary ranges in job postings. New York's law requires employers to publicly disclose the exact compensation or a range of compensation - as well as a job description if one exists - for any job, promotion, or transfer opportunity. Though, it could hurt the retention of longtime employees, who are set to see how much they're making compared with new hires in similar positions. The new law could help companies statewide attract talented new hires by making clear from the start of the interview process the salary and workplace expectations. On September 17, New York is set to be the eighth state to implement pay-transparency legislation and the fourth this year, after California, Rhode Island, and Washington. Many New Yorkers may soon discover how underpaid they are. But let's not forget, there's still plenty of scope for creativity in flat design – just look at Burger King's sizzling rebrand from this year.Account icon An icon in the shape of a person's head and shoulders. But with retro throwbacks like that iOS 4 comeback doing the rounds, it's clear that nostalgia is the order of the day right now – maybe Yelp is simply ahead of the curve here. Of course, that doesn't mean users have to love it – and there are clearly plenty who, at first glance, don't. This style is unconventional and a bold splash for a digital landscape filled with flat design.' In short, Yelp knew what it was doing. This glossy, embossed and rich visual language is a new style we’re excited to introduce where the texture of our app icons feel tactile and vibrantly fresh. 'While flat UI is the industry standard, our team saw an opportunity to create a visually distinct and unique 3D style - specifically for Yelp. That's like, so deep (Image credit: Yelp)īut Yelp's deeper dive into the rebrand on Medium is a little more illuminating.

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