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The Changing Face of Job Titles

Posted on 22nd June 2020 by Trudy Dickson

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Are you looking for a ‘Director of Happiness’, or a ‘Chief People Person’?


An interesting recruitment trend is seeing some organisations pass up traditional job titles in favour of something more creative and inspiring. This could be partly due to modern workplaces requiring employees to take on new roles and responsibilities, expanding the scope of their position. This trend is seeing some companies renaming certain positions to better reflect their place in the organisation.


Creating unique job titles can have its benefits when attempting to attract and recruit candidates too, particularly if the name of the position more accurately demonstrates what the position will entail. However, be sure when you are looking for that ‘Solutions Specialist’ for example, qualified job seekers don’t avoid applying if the title isn’t reflective of the role as it might differ from their expectations.


It could be beneficial to hold on to the traditional title during the recruitment process and introduce the job title with an explanation during the selection process giving the candidates a clear idea of their duties, the company culture and where the role fits in.


In the competitive fight for attracting and retaining great talent. finding new ways to inspire creativity and productivity is key. It is also important to recruit new team members who are a good culture fit, as well as having the required skills for the role. Adjusting job titles may help to better reflect organisational culture, show how the company views that specific role and to encourage a positive mindset.


Without the restrictions of a traditional title, workers may feel more able to innovate in their roles and be more proactive. A new and interesting title can be motivational and help employees see more potential for development.


Sticking to traditional job titles which can be standardised across divisions and locations, reviewing the chosen titles to ensure they are descriptive and relevant to the role may be necessary and could help in attracting appropriate candidates when recruiting.


Being a local SA firm, we can provide insights and data into the local candidate market and what job titles are attracting applications and interest.