Why Job Titles Really Are Important
Job titles are the first thing a potential candidate sees when job searching, but it’s not just a title they see. It’s a headline and a vital marketing tool that goes a long way in attracting the right candidate. Job titles should directly align with the specific duties of the position and the ideal candidate’s experience, passions, and strengths.
Job titles can affect everything from employee’s mental exhaustion to their identity. Titles are important in describing roles and responsibilities and providing hierarchical structure. Below are ways that you can use job titles to your advantage in recruiting and employee engagement.
Job Titles As A Recruitment Tool
Titles reflect hierarchy, level of responsibility, and define roles, but are underutilized in attracting potential employees. Job titles are an important recruitment tool since they are the first thing a candidate sees. They can make or break some candidates’ decisions on moving forward. Strong and clear job titles will grab the candidate’s attention and prompt further action of reading the description and applying for the position.
It doesn’t stop there. If employees are looking to move up in the company, other job titles in your organization allow them to aspire to greater heights and towards being promoted to a new title and salary.
Set titles based on responsibilities. It might seem backward, but setting the responsibilities first can help you hone in on the specific title that most accurately describes the role. Keep the following in mind when setting responsibilities for a job:
- What is the importance of the job to the company’s operations?
- The size of your budget you can work with
- What outcomes are desired from the position
- Use action-oriented, clear, and concise sentences
From the responsibilities and desired outcomes, you can then give the position an accurate title. Keep the following in mind when creating job titles:
- Consider the level of the position
- Does the title fit the company culture and team?
- What department will the position will be joining?
Job Titles and Employee Engagement
There is a fine line between employees putting too much of their identity in their job versus feeling adequately qualified and seeing the job as self-reflective, which is an important key to job satisfaction and engagement. When people feel their title is self-reflective, employees can better express themselves and barriers can be broken down because of this.
The HR department is responsible for recruiting and hiring, but also for fostering the company culture and employee engagement. You might consider adding job titles that reflect these efforts by putting culture in the forefront or having more creative titles. By doing so, employees may be more engaged and encouraged to have open and transparent communication with upper-level management.
Take Make-A-Wish Foundation for example. They have taken creative job titles to heart. The Chief Operating Officer is called “the minister of dollars and sense”, PR specialists are called “magic messengers and heralders of good news,” and so on. There is some debate on the effectiveness of creative titles like these, but they are a fun way to reflect titles and the talent who fill them.
You can also allow your employees to participate in the creation of their job titles and duties. Some research indicates that employees are less stressed and have lower burnout rates when they help create and have an input in their job titles. Just be sure to implement strategies that align with your company culture.
A lot goes into creating job titles, responsibilities, and managing talent. APS can help you successfully manage your talent with our complete suite of Human Capital Management Services. From pre-hire to retire, our services can streamline compliance, onboarding, and more. For more engagement tips, download our latest E-book.