Editor’s note: This is a guest post by Trish Mulholland one of the many experienced recruiters in the RecruitLoop network.
When coming up with a position title for a new hire, it’s essential to understand what the job title reflects, and what it really means within the organization.
And in order to accurately assess the role, you need to ensure you can define the actual responsibilities involved, reporting lines, expectations around measurable achievements, etc.
Candidates understand that in the mind of a recruiter or hiring manager, their career may appear stalled because of lack of progression in job title. But they’re also aware that this can be overcome by a CV that packs a punch in terms of responsibilities and — even more importantly — achievements. Especially when the company concerned was an impressive place to work.
So for an employer, rather than just relying on a job title to attract potential candidates, it’s important to be able to demonstrate the opportunities and potential to succeed within the job.
More importantly the actual position title must accurately reflect what your particular team member will be doing in the role. Don’t make it too vague or ‘creative’. You will just confuse people or perhaps even put them off.
Internally you might decide to call your receptionist the “Director of First Impressions”, but on a job description or on a job ad it should just say “Receptionist”.
Would somebody reading their job title in their email signature or on their business card understand what they do?
An unchallenging role in a small company may well be accompanied by an impressive title.
For example, a Senior Manager could be a one-man ‘team’ with very limited responsibilities.
Meanwhile at a larger company the reverse might be true. A Senior Manager might be expected to build and lead a team, manage multiple projects, and play a core leadership role within a vast and sophisticated global organization.
Sometimes people get the wrong idea about a job, based simply on the job title and this can lead to missed opportunities and overlooked candidates.
When considering a candidate for a particular opportunity within your business, you need to look beyond the title that appears alongside their previous role on their CV. You need to make your assessment based on what the candidate actually achieved in that role.
Similarly you need to ensure that you are not wooing candidates based solely on an eye-catching job title.
Will the actual job measure up to what you are really offering them?
Click here to connect with Trish Mulholland, and find out how she can save you thousands of dollars in recruitment fees.
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