Job titles form the foundation of the recruitment process and can significantly influence the outcome of your recruitment efforts. Creating good job titles isn’t just about greater outreach, but it also directly affects the talent you attract. However, crafting great job titles can be challenging.
A good title is as much about what a job seeker responds to as it is about what you want. Reaching a balance between the two can help you get the best of the labor pool. There are many reasons why you should focus on the title during recruitment, and we have outlined some actionable information to do so.
Why is the job title important?
Your job title isn’t just a designation for your work. For an employee, it is a summary of who they are and what they do. For potential employees, it is a view of where they can be. A great job title does much more than just informing and providing a quick synopsis of the position.
Sift through the labor market
Job titles serve a particular purpose. They are a potential employee’s first idea of what a job is about. A good title allows one to immediately assess whether they are a good fit for the job. The recruitment process becomes much easier and focused when you no longer have to sift through piles of irrelevant applications.
Surveys show that 70% of companies take anywhere between 1 to 4 months to make a new hire. You can save much of that time with more efficient recruiting. A well-thought-out job title does some of that work for you. Not only does the title define the job, but the perfect job title can also indicate compatibility between the applicant and the company.
Attract the best
In addition to letting one know what a job is all about, titles can also indicate a company structure and culture. You want to let potential applicants know what you are looking for right off the bat, and you want to make sure that what you want aligns with what they have to offer.
Your job title can help you recruit just the right kind of people. Attracting good talent can be difficult in a market already flooded with advertisements. With a title that stands out, you can connect with the very best in the industry and differentiate your organization.
Creating a great job title
How do you differentiate a good job title from a great one? You have to make sure it resonates with the sort of applicants that you are targeting. There are plenty of ways you can go about it.
Be simple and specific
Overly long and elaborate titles offer little help in the recruitment process. Such titles often use many words but provide little understanding of what the job is about. Many potential applicants may skip over such an ad as they might see it as confusing or irrelevant to them.
When crafting a job title, stay to the point. Be as precise in your language as you can without oversimplifying it. A compelling job title says exactly what it means without going beyond the subject matter.
Oversimplifying your title will make it appear quite vague and without purpose. It would make it impossible to derive any specific intent out of. Use too long or elaborate titles, and many people will have no idea what the job might entail.
Leave the jargon
Recruiters often feel tempted to go technical with job titles. Using specific jargon or company lingo might seem like a good idea to attract just the right person for the organization, but it is more likely to backfire.
Technical phrasing does not usually help individuals find particular jobs. It is also unlikely that potential applicants would be familiar with your company-specific language. Technical language with very specific phrasing is not easily searchable, reducing the chances of your ad being discovered.
Instead, go for terms more commonly used in the public domain. You can even post with multiple, different titles if the job you are advertising is known as such. It can ensure you can reach out to a wider pool of people.
Be boring
Many recruiters often like getting creative with their job titles. Fancy and unusual terms may seem like they’re eye-catching and will inspire curiosity, and that can be a mistake. Uncommon words are rarely searched for during job hunts, so they make recruitment difficult.
In most cases, boring may be the way to go. You want something easy to find to be able to reach out to as many people as possible. Stick to conventional and job-specific terms that clarify what the job is about.
As you see, great job titles can easily be used to a recruiters advantage. However, the job title is not the stage to go overboard or get too technical on. That can come later, in the job description and job duties sections. Keep your job titles clear, concise, targeted, and to the point, and you have a much better chance of attracting the talent that you are searching for.
