Recruitment Consultant, Recruitment Manager, Lead Recruiter, Resourcing Specialist, Talent Manager, Senior Recruitment Consultant – these are just a few of the many job titles I could use, but with my last promotion I became HR Recruitment Manager. Ultimately I help clients recruit HR professionals and help HR professionals find new jobs, I support our Directors in various sales management duties, network through social media and face to face and coach candidates on CV writing and interview technique – so what should I call myself? (be kind ) The list for a recruiter is endless, but ultimately most of us do the same role.
Do I manage a function, a team, a project – how is my ‘Manager’ title determined? Am I confident that if I sent my CV out to 100 external and/or internal recruiters or even directly to hiring managers that my CV would be read past my job title before shortlisting me for a further discussion? I am not so sure. I have been guilty of making an assumption on a job title in the past, and I suspect you may have too.
Consider a recruiters point of view when they are recruiting at a specific level they look for that level or just one below on a CV. It is important your CV isn’t missed even if you have all the right qualifications. So consider your job title when accepting your next role. It will be a stepping stone in your career in years to come. Negotiate for it just like you would your salary.
So just how important is your job title? How important is the job title in an advert in attracting candidates? In today’s current climate, we have become defined by our job titles, and at times we can depend on them too much, particularly when recruiting or interviewing or ego boosting.
One job title that’s thrown around is the HR ‘business partner’ or ‘strategic partner’. We know the model was created so HR could work closely with the business senior leaders, typically the board of directors and heads of, to develop a HR agenda that closely supports the business aims and goals, but lately I’ve seen the job title, but with a operational Senior HR Advisor job description and salary attached to it. So why not just call it a Senior Advisor? Is this just a creative way of employers looking for that “Rising Star” candidate in the industry; paying no more than a £5K increase, but with the title of HRBP to make it look more appealing? What we do know is HR leaders need to look to their own HR teams to ensure their individuals have the right ‘internal consulting expertise’ if they are truly going to partner managers and bring about the ROI (but that’s a different blog!)
Job titles are important if they are used correctly; if they are used to distinguish the differences between job levels. Hiring Managers should be using them to gauge career progression. Take the title of CEO, there are hundreds of “twenty-something” entrepreneurs who work out of their bedroom using that one. How do they expect to live up to such a grand job title? Stop and reflect – are you actually doing yourself a mis-justice in elaborating too much?
So I ask you again how important is your job title? Very. So use it wisely!
If you would like to discuss any HR related topics further please feel free to email me on firstname.lastname@example.org or call me on 0845 413 3200. You can also connect with me on LinkedIn or Follow me on Twitter .
Amanda Underhill is a results driven recruitment professional with 15 years experience in recruitment. She loves the challenge of filling those ‘hard to fill’ roles. Amanda is a member of the Institute of Recruitment Professionals.
In addition to Amanda, the South team at Ashley Kate HR consists of Jacqui Wall (HR Recruitment Consultant – London), Keeley McKay (HR Recruitment Manager – South East) and Natasha James (HR Recruitment Consultant – South East).