Earlier this week I posted a blog about asking some pertinent questions in your business before advertising a role.  One of the areas that we looked at briefly was creating a detailed job description.  When doing this I believe it is critical to look at a number of areas, but one that often get’s overlooked and is perhaps the most critical is the actual job title itself.

The job title is the identifier, it provides very quick and clear information to a number of people about the role, what a particular team member does and where they sit in the business.  As such I wanted to give you some thoughts around job titles and how to perhaps best title a role.

What is your business DNA?

You may have all heard of job titles that are a little more descriptive than other.  For example “Director of first impressions” for a receptionist role or “Presentation Team” for the cleaning team.  I do not believe that there is anything wrong with these particular titles, I believe that you need to be consistent with their use throughout your business.  Job titles go to the core of your business DNA, business culture and personality.  As such if you are going to use titles like these then use them through your business and not just in a few different roles. 

Keep it clear and consistent. 

Throughout my working life I have been an officer, leader, coordinator and manager.  Although my job titles changed the role that I was performing remained fairly constant throughout.  When it comes to titles and levels within your business I would suggest that you keep it simple. If you have managers in your business you don’t need to call them managers, however you need to be consistent and give them the same same title be it leader, officer, director ensuring that team members understand their role with in the business.

Titles with three letter acronyms.

It is not uncommon to see job titles with tree letter acronyms, CEO, CFO, CIO, BDM and perhaps my favourite CTM (Chief Tea Maker).  Acronyms can be useful when advertising roles, however be mindful that an acronym that your business uses and is familiar with may mean very little to a wider audience.  Take the opportunity to ensure that your three letter acronym title is not just an inward looking title but one can be understood by outsiders as well.

Don’t be afraid to mix it up.

We did some work for a business that needed two roles filled, one was an executive assistant and the second was an operations assistant.  The business however was only in a position to employ one person.  So we wrote a job description and title that combined the two roles.  In doing so when we went out to market we were able to attract candidates that were suitably qualified for not only an executive assistant role but were also more than able to work as an operations assistant as well.  

Get it right to attract candidates.

When recruiting for a role the job title is the selling point, it is the first two to three words that a candidate will see.  Is it enough to ensure that they will go out of the way to apply for the role.  If they are the successful candidate it is how they will define themselves as part of your business.  As such taking the time to get your next job title right it worth the effort now.  

If you have been advertising a role and not attracting the right type of candidates I would suggest going back to basics and looking at the job title.  Is it going to be enough to get your next great team member into your business.   

Dan Jones - Managing Partner Teamfinder

About Teamfinder Teamfinder is a recruitment company which connects great businesses with great candidates, we like to do things a little differently so we also offer comprehensive training packages, fixed rate recruitment, and most importantly we help save you time and money.

If you would like to know more about how Teamfinder can support your business with your next recruitment needs then get in touch with us either through our website at www.yourteamfinder.com via email at start@yourteamfinder.com or give us a call on 07 3268 2452  

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