Written by Chris Russell
7th December, 2022
Creative Job Titles That Resonate With Job Seekers
When it comes to creating job titles, many companies struggle with finding the right words. They want their jobs to reflect their company culture, but they also want to be sure that the titles are searchable and appealing to potential employees. In this blog post, we will discuss some tips for creating job titles that accurately reflect your company’s culture while also being creative and interesting and straightforward.
Job search site Indeed suggest taking a simpler approach when it comes to job titles. They consider a great job title are ones that a job seeker would search for. It should be a “industry-standard term”. They offer this example;
For example, “Customer Service Representative” is a common job title for someone who answers customer questions. While you might be tempted to use a more eye-catching job title like “Phone Answering Superstar,” job seekers just aren’t searching for that term on Indeed.
They’d prefer employers stick to job titles that job seekers “will find”. And this strategy has a purpose. When you stick to standard job titles, you’ll be more likely to reach more quality candidates.
Creating Your Job Titles
Start by considering the type of role you are hiring for and how it fits into your company’s mission. Think about the skills that you need and what kind of people could best fill the position. This will help you determine what kind of job title would be most appropriate.
Next, consider how creative you want to get with your jobs titles. While many companies opt for traditional titles such as ‘Account Manager’ or ‘Project Manager’, some organizations may want something more expressive and creative like ‘Social Media Maven’ or ‘Data Driven Strategist’. The goal is to make sure your jobs stand out from others on the market, so think carefully about what unique terms might work for each position.
Also consider how the jobs you are creating fit into your company’s values. What kind of language do you use to describe successful employees? This can help guide what kinds of job titles would be most appropriate and meaningful for each role.
Give Your Job Titles Context
HR Generalist + Talent Wrangler (PT Remote)
The first part holds the standard industry term but the rest of it gives more context about the role. It tells the job seeker that it will require some recruiting but its only a part time gig. That combination helps the seeker filter themselves out or in.
Finally, keep in mind that these job titles should accurately reflect the responsibilities associated with each position. You don’t want a title that is too vague or doesn’t accurately reflect the work that will be done by the person who takes on this role. The job title should also be searchable and easy to find when potential employees are looking for jobs at your company.
Creating job titles that capture the essence of your company while still being informative and creative is no easy task. By taking these steps, you can ensure that your jobs stand out among the crowd and attract the right kind of people for each role.
Writing Your Job Description
A job description should start with a clear and concise job title that accurately describes the role. This will help potential candidates understand what type of position they are applying for and whether it aligns with their skills and experience. It’s also important to use keywords in your job title that are relevant to the industry or position, as this can help you reach out to more qualified applicants.
Next, provide a detailed overview of the jobs duties and responsibilities. Be sure to include all tasks related to the role so that candidates have an accurate idea of what they will be expected to do on a daily basis. Additionally, describe any special skills or knowledge that may be required for success in the position, such as programs or software used by your company.
In addition to job duties, list the qualifications and experience required for the role. This should include both educational requirements as well as any relevant work history or skills that are necessary for success in the position. If you’re looking for somebody with a certain level of expertise, be sure to state this clearly so that candidates know what they need to have in order to be considered.
Finally, provide an overview of your company and its culture. Candidates want to know what it’s like to work at your organization and how their job fits into the bigger picture. Talk about your values and mission statement, as well as any perks or benefits that come with working at your business.