When we read this piece on the recruiting forum ERE, we couldn’t agree more. After all, it provides tips to recruiters as to how they can have clear, concise and universal job titles.
It got us thinking — from a job seeker’s perspective (we’re looking at you), there are a few simple ways you can maximize your time and effectiveness on a job search starting right this very minute.
First of all, if a recruiter hasn’t done their job, then they pretty much haven’t used a generic job title. You may be an editorial assistant; their respective title may be ninja.
Seriously, you never know.
Instead of using a title of manager, maybe they abbreviated it as in mgr. If no one from their group is auditing job postings for consistency and clarity, then as soon as they upload their job descriptions and titles, random job titles are out there for the whole world to see.
You may not be getting all of the results you’re seeking the next time you’re on Indeed, Simply Hired or our own job boards here at Mediabistro. As the recruiter beats his or her head up against a wall because they’re not getting a robust candidate pool, you may be simultaneously frustrated as well since there are jobs out there. You’re just not seeing all of them.
Think outside the box and type words that you may think, “Nah, why would a job description read, ‘Editrix?’” Media maven. Editorial whiz. And then start by also typing words in the search box that reflect the job description you’re seeking such as manage freelancers or manage a budget.
The third rule involves typing key words as well that are essential to the job description. If a company with a cool culture has a title of “customer happiness officer” and it really means it’s an online community manager, well there’s certainly a disconnect.
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