Every job in an organization serves to further its goals and missions. Therefore, the required outcomes and results should be measurable and well-understood.
Be specific by incorporating keywords that appropriately define the role in your job titles because they will be more effective than generic ones. In fact, according to a 2020 Indeed survey, 36% of job seekers who use job sites searched for a job using the job’s title.
Avoid using internal jargon that could confuse a candidate. Instead of using phrases like “IV” or other terms that people are less likely to search for, stick with the standard experience levels like “Senior.”
Before a candidate can get an offer, multiple candidates must get evaluated. How can you be sure that your assessment identifies the candidate with the competencies required to succeed in your organization?