What’s in a title? The importance of naming a role
How can you use a catchy yet informative job title to attract the right candidates to apply? A good job title can make your job posting stand out from the crowd, communicate the value proposition of the role, and entice qualified candidates to click and apply. Basic rules are to use keywords such as “engineer” or “developer” plus modifiers such as “senior” or “front-end.” Using keywords and modifiers can help you match your job title with the search intent and expectations of your ideal candidates.
Beyond the basic rules, there are 2 schools of thought when it comes to job titles: conventional versus catchy. Whether a conventional or catchy job title should be used depends on several factors, including the company’s culture, the specific job role, and the industry. Here’s what else to consider:
Clarity: Conventional job titles are often clearer and more straightforward. They immediately convey the nature of the role. If clarity is essential for your organization, conventional titles may be more suitable. (Example: Senior Tax Accountant)
Industry Norms: Some industries have established conventions for job titles and deviating from these norms may cause confusion. In such cases, sticking with conventional titles is advisable. (Example: Software Engineer or Chief Executive Officer)
Recruitment Goals: Catchy titles can attract a broader range of candidates and generate more interest in the job posting. If you want to cast a wide net and generate excitement, catchy titles may be beneficial. (Example: Customer Happiness Specialist instead of Customer Service Rep or Inventory Specialist instead of Warehouse Associate)
Company Culture: If your company has a creative and innovative culture, using catchy titles can be a way to reflect that culture in your job postings. (Example: Senior Marketing Maven or Advertising All Star or Director of 1st Impressions)
Competitive Advantage: In highly competitive talent markets, a catchy job title can help your listing stand out among numerous job postings. It can be a way to differentiate your company and make it more appealing to potential candidates. (Example: Code Ninja or Data Wizard)
Role Specificity: Consider how specific and unique the job role is. If the role is highly specialized and unconventional, a catchy title might better capture its essence. (Example: Culinary Stylist instead of Food Presentation Specialist)
Longevity: Think about the long-term implications of the title. Will it still make sense as the company grows and the job evolves? Catchy titles can sometimes become less relevant over time.
Candidate Expectations: Keep in mind that candidates may be searching for jobs using standard job titles, so having some conventional elements in your job title can improve discoverability.
Remember, the ultimate test of your job title’s effectiveness is the response it generates. If you’re inundated with well-suited candidates, you’re on the right track! However, if the results are not quite what you’re looking for, don’t hesitate to make adjustments and fine-tune your job title to better align with your recruitment goals.
Meet the Author
Jill Salmon
Talent Consultant, Talent Solutions
Bridging what you know, to who we know.
With direct access to the top talent across the nation, there’s a good chance we’ll have just the right person in mind once we learn more about your talent needs.