How to choose job titles for open roles

An appealing job title can capture the attention of applicants and increase the likelihood that a job posting will be visible and boosted by search engines and job boards.

Moreover, accurate titles set the right tone and facilitate faster and more efficient hiring. This fosters a positive candidate experience, ensuring jobseekers don’t invest time and effort in applications that lead nowhere while minimising the number of irrelevant applications that hiring teams must sift through.

In this article, we’ll explore proven strategies for finding the right job titles for crucial roles and enhancing your talent acquisition efforts.

Defining job titles

A job title describes the role and responsibilities of a position. Ideally, it should be short and specific, reflecting industry standards while indicating the job’s level within the organisation.

An effective job description, on the other hand, provides an opportunity to delve into the skills, qualifications, and experience required of the successful candidate. Spending time on this is worthwhile, as a clear description also serves as a reference point for HR departments and managers to evaluate the quality of hires and delineate each role within the organisational structure.

From Chief Executive Officer (CEO) and Vice Presidents to Trainees and Administrative Assistants, a job title matters because it indicates where a position fits into the organisational hierarchy. While using industry standards can be helpful—allowing candidates to gauge the role’s level of seniority—the title also needs to resonate internally.

Importance of job titles in recruitment

A job title gives candidates their first impression of a role, its responsibilities, and whether the position aligns with their skills and experience.

Getting it right therefore has invaluable benefits in talent acquisition, including:

• Increased application rates: A relevant title makes it easier to attract a broader talent pool.
• More relevant applications: Well-aligned job titles minimise confusion, reducing the effort required to sort through mismatched applications.
• Setting expectations: Accurate titles help job seekers understand what to anticipate from a role before they even apply.

Common mistakes in job title selection

When crafting job titles for an open position, it’s important to be mindful of common pitfalls that could hinder success, including:

1. Job title inflation: Inflating a title with terms like “lead” or “senior” can lead to unrealistic expectations and frustrate applicants if the responsibilities and compensation don’t align.
2. Ambiguous or vague titles: Titles that lack clarity can deter potential candidates, causing suitable applicants to self-filter out of the process.
3. Neglecting to indicate seniority: Transparency is essential. Being specific about whether a role is entry-level or at a board level, or somewhere inbetween, will encourage relevant applications.
4. Overuse of industry jargon: Avoiding industry or company-specific terms can prevent intimidating top talent from applying.

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Guidelines for crafting effective job titles

Well-designed job titles are essential for attracting the right candidates. Below, we’ve outlined some key principles that employers can use to create impactful job titles that get results.

Let’s dive in.

Focus on responsibilities and role expectations

Clarity is paramount for jobseekers, meaning job titles need to accurately reflect the duties and expectations of the role. A title should provide candidates with a clear understanding of what the job entails, helping them gauge their fit for the position.

Incorporate industry keywords

Using relevant industry-specific keywords in job titles is crucial for attracting top talent. By including terms that qualified candidates actively search for on job boards, you can significantly enhance the visibility of job ads and improve their ranking in search results.

Failing to include these keywords can drastically lower your advertisement’s visibility, resulting in a reduced number of qualified candidates applying for the role.

Clearly indicate seniority and level

Transparency regarding the level of responsibility required for a position is vital. Clearly defined titles help candidates understand whether the role is suited to their experience level (e.g., office junior, senior lead).

Using clear titles can boost applications from relevant candidates, as it simplifies the filtering process. Conversely, if a role is understated, you may attract underqualified applicants. Over-qualifying a title can also shrink your talent pool, as research indicates that suitable candidates—especially women—may be discouraged from applying if they perceive the requirements as excessive.

Avoid jargon and ambiguity

Moving too far away from traditional titles and using jargon, acronyms, or vague terms can confuse or deter potential candidates from applying. Top talent appreciates straightforward job titles, so it’s wise to avoid overly creative or ambiguous terms.

Maintain concise and accessible language

To effectively attract relevant candidates, job titles should be both concise and clear. For example, a length of 50 to 70 characters is often recommended to capture attention and communicate the role effectively.

It’s also important to try and ensure job titles are inclusive. Where possible, avoid gender-coded language or terms that might deter diverse candidates, opting instead for neutral and welcoming titles to appeal to a broader audience.

For instance, a title like “Senior Project Manager” is clear, concise, and inclusive, making it suitable for a wide array of qualified candidates.

Practical tips for selecting job titles

Once you’ve mastered the basics of crafting effective job titles, it’s time to implement practical strategies that will help you refine your selections.

The actionable tips below can help ensure your job titles resonate with both potential candidates and industry standards, setting the stage for a successful hiring process.

Conduct market research

Understanding industry standards, recruitment trends, and the specific job titles used by competitors is essential for creating an appealing job title.

You can begin by browsing on Totaljobs, which allows you to filter job listings by skills, level, and location. This research will help you identify trending terms and keywords that resonate with your target candidates.

Align with company culture

Recruitment can be both time-consuming and costly, making it vital to find candidates who are a good fit for your organisational culture. While it may be challenging to convey your culture in a job title, you can still incorporate aspects of your culture into the selection process.

Use the job description to highlight values, team dynamics, workplace policies, perks, and employee benefits. This comprehensive approach gives candidates a clearer picture of the environment they could be joining.

Collaborate with hiring teams

You’ll get the best candidates faster if you make the title super relevant to the actual role. This is where the wider hiring team comes in.

Start by discussing the specific responsibilities and expectations of the role with relevant stakeholders. Gaining input from various team members will help build a comprehensive understanding of what is required and ensure that everyone is aligned.

Furthermore, getting everyone on board from the start can also help later on when it comes to conducting interviews allowing for a more cohesive approach to evaluating candidates.

Unlocking recruitment success: The power of choosing the right job title

Job titles play a vital role in the hiring process, shaping first impressions and enhancing visibility in job searches. By crafting job titles that clearly communicate what a role consists of, employers can effectively attract applications from relevant candidates and onboard the talent they need to improve their bottom line.