Redwood Technology Solutions | July 11, 2024
Start With the Words Candidates Use
A job title is one of the first signals candidates see when deciding whether an opening deserves their attention. It also helps job boards and search tools understand what your posting is about. If the title is vague, overly creative, or packed with internal terminology, the right applicants may overlook it.
The goal is straightforward: describe the work using language a qualified candidate would reasonably type into a search box. Save the brand personality for the job description, where you have room to explain your culture and opportunity.
Translate Internal Titles Into Searchable Roles
Your organization may call a position “Client Happiness Champion II,” but candidates may be looking for “Customer Service Representative.” A searchable title bridges that gap without changing the responsibilities or overstating the role.
Lead With the Recognizable Job Function
Start with the occupation or function, then add a meaningful specialty when needed. “Payroll Specialist” is clearer than “People Operations Support Professional.” “Commercial HVAC Technician” is more useful than “Technical Service Expert” when commercial HVAC work defines the position.
Keep internal job codes, department abbreviations, and pay grades out of the public-facing title unless they genuinely help candidates understand the opening. Those details can usually live elsewhere in the posting.
Add Only Details That Help Candidates Choose
Seniority, licensing, shift, and work arrangement can matter, but not every detail belongs in the title. Use modifiers selectively and make sure they accurately reflect the job.
Consider these practical rewrites:
- “Sales Rockstar” becomes “Inside Sales Representative.”
- “Warehouse Team Member Level B” becomes “Warehouse Associate.”
- “Marketing Guru” becomes “Digital Marketing Specialist.”
- “Tech Support Ninja” becomes “IT Support Technician.”
- “Accounting Professional” becomes “Staff Accountant” when that matches the responsibilities.
Avoid adding “senior,” “manager,” or “director” simply to make an opening sound more attractive. A mismatch between the title and actual authority can create confusion and attract applicants with different expectations.
Handle Hybrid Roles Without Keyword Stuffing
When a position spans several functions, lead with its primary responsibility. A receptionist who occasionally processes invoices should not automatically become an “Office Manager / Receptionist / Accountant.” “Receptionist” may be the more accurate title, with invoice support explained in the description.
For genuinely blended roles, a familiar title such as “Administrative Coordinator” may work better. Confirm that the description clearly explains how time is divided and which skills are essential. Avoid stacking loosely related occupations just to appear in more searches.
Research Before You Publish
Review comparable openings in your market and note the titles employers use for similar duties. Ask hiring managers which terms accurately describe the work, then compare that language with the terminology candidates use in resumes and professional profiles.
Resume search can be especially useful here. It reveals how people describe their own experience, which may differ from your internal vocabulary. Look for recurring, relevant terms rather than copying every keyword you find.
Check Abbreviations and Specialty Terms
Industry abbreviations can be useful when candidates commonly recognize them, but internal shorthand rarely helps. Compare both abbreviated and spelled-out versions during research. For example, investigate whether relevant profiles use “Registered Nurse,” “RN,” or both. Keep the title readable, and include appropriate alternatives naturally in the description rather than repeating them throughout the title.
Keep Titles Consistent Across Channels
Whether you use Craigslist job posting, manual job posting, or recruitment media buying, maintain a consistent core title. Adjust formatting to fit each platform’s requirements, but avoid presenting the same role as several different levels of responsibility.
Place location, compensation, and schedule information in designated fields when available. If a detail must appear in the title to clarify the opportunity, keep it brief and accurate.
Run a Pre-Publication Title Check
Before a posting goes live, have the hiring manager and posting team review the title against the actual duties. Use this checklist:
- Does the title name a recognizable occupation?
- Does the level match the position’s authority and experience requirements?
- Are specialties and credentials relevant to the work?
- Do any shift or remote-work labels match the description?
- Have internal codes, promotional claims, and unnecessary punctuation been removed?
- Does the application page use the same core title?
For recurring hiring, maintain a shared title reference with the approved public title, internal title, and requisition identifier. This helps manual posting teams avoid accidental variations and makes later updates easier to coordinate across channels.
Measure Results Without Chasing Clicks
After publishing, review applicant relevance alongside views and application volume. A title that generates more clicks is not necessarily better if applicants misunderstand the work. Change one element at a time and document what you adjusted so comparisons remain useful.
For OFCCP compliance job posting workflows, treat title clarity as one part of a broader process. A well-written title does not establish compliance on its own. Follow applicable posting, outreach, and recordkeeping requirements, and consult qualified guidance when needed.
Clear titles also support recruitment process outsourcing by giving recruiters, hiring managers, and posting teams a shared description of the role.
Want help getting your openings in front of relevant candidates? Contact Redwood Technology Solutions to discuss job posting, resume search, recruitment media buying, and recruitment process outsourcing support.
