Rolebot’s Top 3 & 3: Titles Shmitles: Potato, Potato

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June 16,  2021

Categories exist to help us make sense of the world. This is no more important than in the workspace, where titles help you discern the chain of command and reporting structure.

That’s why titles have existed in the modern workplace for decades. But workplace cultures change, and traditional job titles haven’t always shifted to accommodate those changes.

So are job titles obsolete? Should we do away with titles altogether?

The short answer is no, to be clear we’re not saying titles should be gone altogether. Companies still need them to optimize recruitment processes, determine compensation guidelines and simplify org structures.

To land the best talent for our organizations, we have to look beyond a title and get more granular on a candidate’s actual day-to-day responsibilities, including career progression and accomplishments. Titles mean different things at different companies.


1. Granularity is Good

  • Avoid being vague with the titles — that is, just putting down “manager” or “consultant” or “Engineer II” might be selling a position too short. Or using a VP title when it’s an entry-level position.

  • Suggest being more specific about what a candidate is expected to manage, number of reports, and scope of work can narrow your search parameters.

2. Improve Understanding

  • Avoid including ‘white noise’ — generic and non-specific descriptions of what the candidate is expected to do, or why someone should be interested.

  • Suggest being as transparent as possible in defining day-to-day expectations and sharing the top 3 required skills to land the best talent from the jump.

3. Say No to Company Lingo

  • Avoid putting any company-specific lingo or even industry-specific acronyms in your description as that’ll only cause confusion.

  • Suggest keeping it simple, avoid anything that would seem encrypted. Presenting details in layman’s terms to increase the probability that every candidate understands what the role is about.