Interviews & Job Hunting / 26th Nov 2018

How to create job titles that’ll attract the right candidates

In the ever-competitive world of recruiting, a lot of emphasis is put on the job description – but what about the job title itself? Despite being the first thing a candidate will read, this crucial element is often overlooked by many recruiters. It’s important to remember that no matter how amazing your job description is, it’s no good if you can’t get individuals to click on the ad in the first place.

With this in mind, we’re rounding up some of our top tips for creating job titles that’ll attract the right candidates:

1. Include keywords

“Genius Creator needed” certainly sounds impressive, but how many people will actually be searching for this when applying for a graphic design job? Probably very few.  If you want your job adverts to be found, it’s important to include keywords relevant to the role and sector, that’ll be frequently searched for by candidates.

2. Avoid buzzwords

Buzzwords such as “superstar”, “guru” and “storyteller” are being used more and more by recruiters as a ‘clever’ way to entice candidates – however more often than not they can be confusing and off-putting.

3. Less is more

 As a general rule of thumb, try and keep your job title down to three of four words. Remember – they key is to get candidates to click – you can wow them with all the finer details later on in the job description.

4. …but don’t be too vague

Getting lots of applicants for a role is all well and good, but it’s important that they’re actually suitable for the job. For example, if you’re looking for a social media specialist, it’s no good using the term “online marketing assistant” as this can apply to a host of things.  Remember, when it comes to candidates it’s about quality and not quantity and this will save you a lot of time in the long run.

5. Strike a balance

Ultimately, it’s about striking a balance and making sure your job title is clear and precise. On one hand you don’t want to be using super-complicated term that could put off candidates, but you also don’t want to under-sell the job and attract the wrong candidates.

6. See what your competitors are doing

Seeing what your competitors are doing to hire similar candidates may highlight your strengths in recruiting, or maybe even some weaknesses you hadn’t identified before. Recruiting is constantly changing, so it’s important to stay relevant.

7. Be open to change

Recruiting can be a long process and can include a lot of trial and error. If you don’t think your current job title is working, don’t be afraid to change it or play around with different variations. This will allow you to capture a diverse candidate pool and determine which search terms work the best.

If you require help with recruiting, get in touch with one of our specialist’s here.