First impressions are important. Job titles matter because they (often) serve as the first impression candidates receive about your company and the role. A clear, descriptive title can quickly convey the key responsibilities and qualifications required. This helps candidates determine if they are a good fit. This both improves the candidate experience and increases qualified applicants. Well-crafted job titles can help you attract qualified, diverse candidates by improving search visibility, enhancing the candidate experience, and preventing job board issues.
Job titles matter because they can mean the difference between connecting successfully with your talent targets, and streamlining your recruiting efforts.
Why do job titles matter?
In the fast-paced world of talent acquisition, every detail matters. From your job posts to your candidate experience, every element of the hiring process can impact your success. And while it might seem like a small detail, your job titles play a surprisingly significant role. Below, we will highlight why job titles matter and share tips to optimize them.
1. Avoid job board jail
Have you ever wondered why some job postings don’t get the traction they deserve? One major culprit could be the job title. Job titles matter because certain titles may trigger job boards like LinkedIn or Indeed to flag the post as spammy or misleading, even if it’s perfectly legitimate. If a company consistently posts problematic titles, it risks being restricted or “jailed” on the platform.
Tip: Use clear, straightforward titles. Avoid gimmicky or excessively inflated terms that could make job boards suspicious or cause your posts to be blocked. For more expert tips, consider the steps outlined in this blog post.
2. Improve search visibility
Job titles aren’t just for humans—they’re for search engines too. Just like article headlines, job titles influence how well your post ranks in search results. Including relevant, industry-standard terms is key. For example, a title like “Senior Software Engineer” will perform much better in search than something vague like “SE III” or overly creative like “Tech Guru.”
Candidates tend to search using familiar terms, and if your title doesn’t match those terms, your post will struggle to appear in their search results.
Tip: Use common industry titles and include key skills if applicable. A title like “Python Backend Engineer” not only clarifies the role but also targets candidates with the exact skill set you need. By including relevant keywords, you can ensure your job postings appear in search results when candidates are searching for specific roles or skills.
3. Talent calibration
Job title inflation—adding seniority or prestige to a title without the corresponding responsibilities—may seem like a quick fix to attract more candidates. However, research shows it has the opposite effect, leading to fewer qualified applicants. Misleading titles can also create a poor candidate experience, causing frustration when the compensation and responsibilities don’t match expectations. Possibly worse, candidates may feel a sense of deception, leading to a decline in acceptance.
Tip: Ensure the job title accurately reflects the role’s seniority and duties. A “Senior Analyst” title for a junior-level position can deter the right candidates from applying. Overqualifying a position can create a confidence gap in jobseekers, who may not feel they match up to all the skills or requirements.
Common pitfalls to avoid
Hopefully, we now agree on why job titles matter. So let’s make sure you’re able to avoid common pitfalls. By following this handful of recommendations, your job titles will be primed to perform for candidates and job boards.
1. Be concise
Search engines and job boards have character limits for titles, so balance precision and brevity. If your title is too long, it may be truncated, or worse, it may cast your job into job board jail. Moreover, to avoid keyword stuffing, search algorithms give a lower ranking to jobs with long titles.
Tip: While there is no exact science about length, we have seen job titles with more than 6 words be punished. Our recommendation is to test a few options. Testing different titles will inform how you can optimize future hiring. And, if you have the right tools, you might even be able to optimize in-flight hiring. Avoid using the title to organize your jobs. ATS metadata fields are better suited for this task.
2. Avoid internal jargon
Job titles must reflect the role described in the job posting. However, the assessment must be from the point of view of a potential candidate. While your Talent or People functions might have specific internal job titles for compensation and leveling reasons, avoid them. But don’t abandon this important information, just locate it in the body of the job post. Candidates appreciate knowing which department or team they’ll work in and what projects they’ll work on.
Tip: You can do a quick search on LinkedIn or Indeed to identify similar jobs and titles. Even better, your talent acquisition platform may have this functionality built-in. Datapeople’s Smart Editor places your job side-by-side with similar jobs to help you optimize your job titles.
3. Empower all writers
Creating impactful job posts is everyone’s job. Yet we often overlook where the process begins, the hiring manager. So while it’s important for talent acquisition to be educated and empowered, don’t skip hiring managers. Ensuring they’re onboard, will save headaches and time.
Tip: Align as early as possible (and always before the job is posted). Do not overlook investments in creating strong bonds with your hiring managers. Take the relationship, and impact a step further, by welcoming them to your hiring process. Want an easy way? Datapeople Anywhere provides a web browser overlay that allows them to seamlessly work anywhere they craft job posts, including within your ATS.
Craft job titles that matter
By now, we hope we’ve convinced you that job titles matter. If not, here’s a short(er) TLDR. By crafting effective job titles, you can significantly improve your hiring outcomes. Remember, a well-written title is more than just a label; it’s a powerful tool for attracting top talent and building a strong employer brand. The right job title helps you reach the right candidates, improve your job search visibility, and ensure a better candidate experience.
By following these best practices, and avoiding common pitfalls, you’re well on your way to hiring impact. Optimizing job titles isn’t just a small detail; it’s a strategic move that impacts your recruitment success. Next time you’re crafting a job post, remember why job titles matter and how a thoughtful approach can help you attract the best talent. For help in every aspect of your hiring, reach out to a Datapeople talent attraction specialist.