What's Your Job Title? Job Title inflation

I have been in the IT industry now for well over 25 years and I have seen a lot of change.

Blank Business Card? What is your Job Title?

One area that both fascinates me and worries me at the same time is how job titles have become a confusing mess. What appears to be happening is that job titles have adapted to the changes in the market, in approaches, in different structures and different ways to reward people. This is a good thing in many ways.

But where it starts to unwind slightly is when job titles are used in recruitment to drive candidate applications. This must be causing pain for both the employers and the candidates (and no doubt employees).

Take for example the old-fashioned Head of IT. Soon to become the CIO, then the CDIO, then head of DDAT, then ... Not a major issue, but if one is applying for a role and the role requires extensive experience, how does one explain their experience without some form of reference or matrix table to show that, while role titles have changed, the roles generally rely upon the same skills and talents. Luckily, most recruiters today understand this, so don't panic.

But while job titles continue to evolve, we are seeing increased numbers of job ads with role obfuscation. Employers beware. Last week I saw a role for a Programme Director. Sounds good, that's what I do. Should I apply? Well, not in this case. Below the job title in the advert was a clear description of a programme manager. At least two other adverts for Programme Directors in the job title then use the term Programme Manager in the description. None of the ads had rate or salary ranges. I applied for none of them. Why?

If an organisation does not know the difference between the various levels of programme management, what would that company be like if you got the job? This is not just an IT sector issue. Job title inflation is rife, and it is understandable. When job adverts continually refer to a compulsory need to have worked at that level for 5 or more years, it is clear that many are in a catch 22 situation. Best way forward, get a job title that does not match the level you work at so you can then apply for that job title somewhere else.

This gaming damages employers. Their trawl for new staff brings in large numbers of inappropriate CVs (that need sifting) and of course, candidates get disappointed when they apply for a role at a level (set out in a job title and advert) only to find it is in reality one or two levels down in practice.

What is the answer? Employers, in many areas there are well understood definitions and expectations behind certain job titles, especially when they express a sense of level (Manager, Director, Chief ...). Try and be as accurate as possible and do not inflate the position. If your HR department does not know the difference, then please get some help in reviewing the role advert and job specification.

Allow candidates a route to ask questions about the role prior to applying. Who knows, the questions may raise some alarm bells about your role before you start going through the process. But to do this, you must open a communication route. In a huge proportion of cases, there is simply no route to ask questions and before you know it, you have received a 'rejection' automated email. And don't forget, if you are inflating role titles, are the candidates doing the same thing?

Candidates, look at the detail of the advert carefully. Is this role really at the level being described? Is the employer's definition of what a manager is, or a director is the same as the place you have left? Look at the detail. If you are being put forward as a director, are they expecting you to do hands on coding as well? Taking support calls? Doing the door knocking in the sales team? Try and make an assessment before you apply.

Candidates Matter can help you with your job adverts. If you are unsure about how your advert will be received, why not use our job advert review service. We may be able to save you the time and effort of reviewing larger numbers of CVs by helping you get your advert right before you put it into the public domain.