Trying to find new core team members to help you build your business from the inside out can be more challenging than a lot of people think it’s going to be.
Yes, there are a lot of people out there looking for amazing jobs and amazing opportunities (thanks to the reverb that is still being felt because of the economic crunch in the mid-2000’s) but that doesn’t necessarily mean you’re going to be able to get world-class talent to join your business unless you know exactly how to go out and recruit them.
Believe it or not, the job titles that you list in the search for new employees can have a tremendous impact on not just the caliber of the applicants that you receive but also the qualities abilities of the people that want to fill that particular position.
Be smart with your job titles and you’ll be able to build from the inside out faster than you would have thought possible.
Job titles help you target EXACTLY who you’re looking for
Seasoned business veterans are going to be interested in applying for jobs with diametrically different job titles the millennials that are just now stepping into the job market for the first time. You have to be really smart, really savvy, and really creative when you come up with your job titles to target exactly the kind of applicant you want volleying for this position in the first place.
The job title on this job search is the welcome mat
The job title associated with any job search postings is almost always going to be the core element and real attractor behind whether or not people are interested in applying for the positions that you have advertised to begin with.
A poor job title is going to turn people away. It’s going to cut down dramatically on the quality of the applicants that are looking to fill this kind of physician. When you knock it out of the park with a job title on an application advertisement, you are sure to get people beating their way to your business’s door to fight for the position you have opened up.
Job titles speak to the very core of your company culture
There is definitely something to creating more creative, more descriptive, and more “impassioned” job titles when you have a business that is breaking the mold compared to keeping around the “stodgy old C level” job titles that may not fit with the kind of operation you are looking to build from the ground up.
At the same time, if you are a brand-new business competing in an industry or a landscape where those “stodgy old C level” job titles are respected, appreciated, and coveted you’d have to be a little bit crazy to color outside of the lines and come up with wacky job titles that have no real tangible impact for your applicants to hook into.
It all comes down to the kind of culture you are looking to build, the kind of company you want to run, and the kinds of employees you want to fill the positions that you’ve been creating job titles for.