At the same time, candidates are becoming more sophisticated about evaluating their market value. They are asking not only, "What is the salary?" but also, "How was this salary determined?", "What is the realistic earning range?", "What benefits are included?", and "How does this opportunity compare with the market?"

The financial consequences of getting this wrong can be substantial. Recruitment costs, agency fees, interview time, manager time, training expenses, lost productivity, disrupted workflows, and the cost of restarting a search all compound when a new employee leaves prematurely.

Salary may get a candidate’s attention, but it does not necessarily convince them to join, stay, or build a long-term career with an organization.