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Lofty Job Posting Titles Matter

From Recruiter - November 11, 2016

The job title on a job posting influences how people find your job posting and the kinds of people who apply to your job posting. It also frames the compensation negotiation. When choosing a job title to bring to market, you are framing yourdemand for a specific type of talent.

According to MightyRecruiters Developing a Winning Job Description eBook:

A job title is your chance to convince people to open the job description and read more. If you write a confusing or inaccurate job title, then you lose the opportunity to engage with the job seeker and they proceed to the next job posting.

The challenge for hiring leaders becomes how to be transparent about the what the job itself is while leveraging marketing language that attracts higher-quality talent. Here are the pros and cons when walking this fine line between directness and selling:

Job Title Discovery Considerations

The title of the job posting is the H1 of the pagei.e., the most important part of the pages heading. That meansit is the primary determinant for how the page is indexed and found on Google. This effect carries over into every job board, job site, and talent community. Job title choice is the top determinant over what job opportunities are next to yours. For example, if you choose senior marketing manager versus just marketing manager, your choice will directly impactthe experience level of the people whoview and apply to the job posting. Also, dont forget to consider industry standards and norms when it comes tothe usage or avoidance of abbreviations in job titles.

Should You Oversell the Job Title?

If you use a loftier title than what the job really is, the quality of the applicants will go up, but so will the expected compensation. While you may want more experienced and qualified candidates, you need to understand what that means for the companys expenditures.

Additionally, if you interview a lot of overqualified candidates whom you cant afford, you are not only wasting these candidates time, but you are also wasting the time/resources of your existing employees. You may even be creating a reputation as a misleading employer. Balance what the role is with what the role can become and consider thelevel of compensation you can afford before choosing your next job title. If you are willing to pay more for the right candidate, consider making the job title a little loftier.



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