Finding the Right Employee Starts with a Title

June 22, 2016

Happiness optimizer. Who doesn’t want to have that title? It’s so much nicer than say Senior Wet Blanket. But is it going to get you the right talent? Well maybe, but the competition for talent is ratcheting up and your strategy needs to move with it. Here are some key things to think about as you search for your next rock star courtesy of Smart Company.

1. Make the title searchable

Your job is going to be advertised on a variety of job boards and websites and when candidates are job hunting, they’ll often search specific keywords relevant to the job they want. Take the time to look at which roles often appear at the top of the results pages and the keywords they use. Ask your existing employees what they search when looking for similar jobs. You’ll find they’re never searching buzzwords like “sales ninja” but looking for traditional role titles such as “sales associate”.

2. Brainstorm what candidates want

Begin your process by coming back to the question: “Who am I trying to attract?” If you require someone with over seven years experience it will warrant the term “senior” in the title. Similarly, if you want an entry-level candidate consider using terms such as “graduate” in your job title as they are the terms candidates will search. Always think about the same question – who you want to attract- and determine what words mirror the capabilities of your ideal candidates.

3. Competitor comparison

Businesses compete with both direct and indirect competitors for the same top talent. It’s a good idea to search job boards and social media to find out what your competitors are naming similar positions. If you have been using the title “marketing copywriter” but your competitor has an ad for a “digital content specialist”, you might consider broadening your search terms to attract a larger candidate pool.

4. Test different titles and be open to change

Even if you spend enough time workshopping your job title it’s important not to be married to any single title. Ensure you test the title and remain open to changes. If you’re not getting the hits you need, try an amended title. It’s more than okay to have the same job ad out with different role titles. This allows you to capture a diverse candidate pool and determine which search terms work the best.

5. Ensure your titles are appropriate and honest

Finally, it’s very important to make sure your job title isn’t misleading. Don’t advertise a “senior” role if you only have a junior salary available. If your job titles suggest one thing and the job description says another you’ll get a disconnect with candidates and only hurt your chances of hiring top talent.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

Share this article

Related News

CCA Post 1

Join us at the CCA Conference on September 28-29, 2022, in Portland, OR!

Hotel room with wifi access sign, laptop and cup of coffee

Free Apartment Wi-Fi: A New Approach to Closing the Digital Divide

job search candidates

10 Things Job Search Candidates do that Frustrate Recruiters

five-reasons-to-work-in-telecom-in-2021

Five Reasons to Work in Telecom in 2022