We live in an exciting world where innovation is king. From remote work to experiential benefits-everything matters when you are trying to attract, hire and retain great talent. With that being said, it is no wonder why some companies are experimenting, and in some cases overhauling their job titles. Before, we used to make fun of our roles. The CPA was the Bean Counter, and so on.
However, as workers are aligning their values with the roles they take on, companies are incorporating unique and attention-grabbing job names to provide the why behind a role. Chief People Officer and Crayon Evangelist both paint a positive picture of what the job might entail.
For the company, it can create a sense of excitement and intrigue among potential candidates, ultimately increasing their likelihood of applying for the position. Furthermore, these creative titles allow companies to showcase their company culture and values, demonstrating that they are innovative, forward-thinking, and willing to thinkin progressive ways.
This approach not only helps in attracting a diverse pool of candidates but also contributes to enhancing employer branding and overall recruitment efforts. Ultimately, utilizing creative job names is an effective way for companies to differentiate themselves in a saturated market while capturing the interest of qualified professionals who may otherwise overlook traditional roles.
Here are a couple of ways companies can get started with this recruitment strategy.
1. Brainstorming: Set aside some time to sit down and brainstorm different words, phrases, or concepts that relate to the role.Write down as many ideas as you can think of, even if they seem like a small part of the role or silly at first. Sometimes the most creative names come from unexpected connections.
2. Wordplay: Experiment with combining words, playing with puns, alliteration, or rhyming to create a unique and memorable name. Think about how different words sound together and how they evoke certain emotions or associations.
3. Research: Look into the history of your industry, market trends, and popular culture references for inspiration. You may find more clues or ideas by exploring related topics or looking at successful brands in other industries for naming conventions that resonate.
4. Collaborate: Don't be afraid to bounce ideas off of employees in the role. They may have fresh perspectives. Outside employees can have a different view on the role, which can lead to new insights and help. Here are a few interesting job titles we’ve come across and a few we created for our clients. Happy brainstorming!
Chief Troublemaker (CEO)
VP of First Impressions (Vice President of Operations)
Chief Connector (VP of Strategic Partnerships)
Big Boss Man (Chairman of the Board)
Chief Vibe Officer (CEO)
Chief Magician (Lead Software Developer)
VP of Hustle (Vice President of Sales)
Reality Check Officer (CFO)
Feel free to reach out, if you would like to have a detailed conversation on how this strategy can be implemented as part of a wholistic talent acquisition approach.
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