Job titles affect career development choices extensively, according to analysts. Should HR managers and recruiters pay attention to this concept and propose job titles, in a tailored, motivating and exciting way? Employers need to keep these three points in mind while generating job titles.
Recruiters should think about how much importance job seekers give to their job title, especially when they search for job vacancies.Catchy Titles grab the attention and have the prime focus as much as the salary component. The recession might force job seekers to look at the salary component a bit more, but that does not mean that job titles do not have their own importance too. While recruiting, you filter resumes that pay attention to the current job title while also scanning through duties. Job seekers have the tendency to attach significance to their job positions since they play an important role for their present as well as their future career.
Most analysts believe that job titles do matter. Most of the 1,500 office workers who were surveyed recently, a recruitment firm found that 70% would choose a decent job title over a pay hike. The report suggested that workers would largely prefer to be known as Specialists or would go creative by calling themselves Office Logistics Coordinators, for instance. But are there real advantages of having good sounding job title or is it just a device for satisfying self-importance?
On the other hand, a different opinion does exist. A senior admin assistant said she feels that job titles do not matter because the responsibilities are not clearly defined through her job title. She manages five people and handles inquiries from customers while also maintaining a cost budget. Also some job prospects hate the word, “senior” since it does not necessarily reflect ability but might hint at the age factor. For example, an “Office Manager” sounds better for most rather than “senior office assistant”.
HR managers should understand that an inspiring job title can boost an employee’s confidence which would hint at the company’s belief in the employee’s potential to rise and progress. jobs must be titled correctly and should be motivational. They should reflect pride and confidence, employees want to see the next part of their career path which can be done by having appropriate job titles which hint at the path they are taking.
Alternatively recruiters must make employees understand that if the current job title is not up to the satisfaction of a job prospect, he or she should learn to live with it and then try to get it changed during their performance review. Recruiters advise job seekers to try to think of a job title which goes well with their current job responsibilities and also sounds better for gaining a job of interest in the near future. Job seekers need appropriate job titles as an indication of acknowledgement of their contribution towards the company and recruiters should pay attention to their needs.
Many organizations have not changed job titles in several decades but the job responsibilities have gone through complete changes. But with drastic changes in the recruiting world, it is essential that job titles reflect how multi-skilled the employees are, and they ultimately deserve recognition of the same. Impressive or unclear job titles would do no good to employees for drawing out their career path. The aim of job titles is to be realistic and focus on the employees’ abilities rather than their weaknesses. Think about your job title as a recruiter. Is it time for a drastic change there?
Finally, Do Job Titles Matter? Of course they do. You need to have a separation of primary responsibility. Plus, what people do like structure, some idea of where they sit in an organization and on a team. If you are a recruiter, Just make sure you include in their job description the line “Add value to the organization!” I would make it the first line!
