Does it matter what they call you?

 



This question proved hard to answer and I found myself unable to articulate an opinion. So, I set out to get a better understanding of the mindset around the question at hand. I found some interesting blog posts and had several conversations on the topic.

Some organizations do not take giving a title lightly, while other companies give them freely. In the case of a sales organization, it is beneficial to have an elevated title. The customer feels they are working with someone of importance at the company and it is easier for the sales person to get the customers attention. That's why often times you will see Area Vice President, but really the person is more of a Director level. Sometimes Directors are more Managers, while Managers are more Specialists. In large companies, you see a Specialist doing Manager work, Manager doing Director work, and Director doing VP level work. So, that leads me to believe.... maybe, it doesn't matter (shrug).

In contrast, some argue that title is for the employee. The title allows them to feel important to the organization, gives them a sense of empowerment and respect from others around them. I don't disagree with this argument either! Naturally, this led me to ask my friends what they think about the subject. I have shared some of their quotes below (some anonymous).

Friend and old colleague who currently works for a global marketing company says: "Cash is King! If they are paying you what you are worth.... does it matter what they call you?"

Maameamba Arthur-Price from Komatsu America: "Title means respect and power to get things done. It gives you a seat at the table depending on the company size. I definitely consider the title important."

Jason R. from Big Wheel says: "Titles matter when you don't have them, but don't matter when you do."

Industry friend who currently works in the food industry says: "What is the quality of the work you are doing?  .... Who cares what your title is!"

Industry friend who owns a boutique executive search firm says: “I understand why people are sometimes concerned about titles.  But, they really don’t matter to me.  In today’s world, titles vary so greatly from company to company that I really don’t pay attention to them.  I focus much more on role, responsibility, results delivered and someone’s current as well as past compensation."

Industry friend who works for a fortune 500 distribution company says, “It's easier to go from Director to Director or Manager to Manager. It's harder to make a case for Director if your title is not already Director."

ChristopherDemers says: “I personally don’t think they’re helpful. Where it does make a difference is in these areas: sales, negotiations and HRIS.” I had not heard any thoughts prior on negotiations or HRIS, but his point makes sense. He said, “In negotiations, (b2b or with union) you have to have the right title to get the right response. In HRIS, a title super-structure helps keep job creation and with it, attendant salary inflation controls. So, I don’t have much use for them, but they serve a valid purpose.”

Although there are so many differing opinions on the matter, the process helped me find an articulate answer of my own. It depends on your individual motivations and what you personally value. There isn't a simple yes or no answer to this question. It's all perspective. 

What are your thoughts on title? Do you consider it important or just simply a title? I would love to hear your thoughts on this one!

Candidate Xperience

In my first post, I listed the candidate experience as one of the things that should be important to a Recruiter. This last week I had two examples of how this "Candidate Experience", at its basic element, is about being customer focused and your ability to build relationships - even if only for a week.

Case One: I referred my friend (let’s call him Ted for purposes of privacy) to a job posting by a professional acquaintance (Tiffany). Tiffany connects with Ted to discuss the details of the position and they move forward having Tiffany represent Ted for the role. During this process, Tiffany questions Ted’s integrity in his transparency of salary requirements. Ted takes offense because his integrity has never been questioned. In fact he is so adamant to prove his integrity, he is willing to prove himself through W2's and check stubs. While this is sometimes just part of the process; Tiffany back tracks realizing her delivery was poor and that she upset her candidate. Ted feels Tiffany does not have his best interest in mind, so he backs out of the process to interview for this job. Talk about LOSE/LOSE situation that could have been avoided!

Here’s the thing… if the recruiter had the candidates best interest in mind, as well as, her clients – she would not have approached the candidate in a way that was accusatory. If I were put in the same predicament as Tiffany, I would have asked the questions necessary for the client but also given the candidate the benefit of the doubt.

Suggestion: Emotional Intelligence is something that can be developed and it would have helped the recruiter with her delivery and her ability to understand her audience. Any business professional (HR or otherwise) should be developing their EQ quotient as it is a proven key indicator of success and even more so when your profession is with people! Daniel Goldman is a thought leader on this subject; you can follow him on LinkedIn!

Case Two: An old colleague (from a previous job) reached out to me. I maybe had 3 total interactions with him in 4 years, so it was a surprise to hear from him. He was looking for direction on his job search. I asked him, "why me"?  He said that all his past experiences with me were positive and he considered me trustworthy even though we were just barely acquainted. I was flattered to be chosen and happy to give him the direction he needed. I helped him narrow down the type of job he was looking for and the job titles he needed to search for. It felt good to give back - it was like chicken soup for my recruiter soul!

Here’s the thing….We should always treat the people we interact with respectfully and with a customer focus; no matter what their role or level. People remember when they have positive experiences and they are willing to be your internal and/or professional advocate. A sense of community is a huge advantage to a recruiter!

Suggestion: Give back what you know to others. You never know when that very person is helping you out in return. Karma is a beautiful thing!

In my opinion, The Candidate Experience is about being positive, helpful and focused on your customers’ satisfaction. In a Recruiters life, the customer is the hiring manager, the candidates (all in the pipeline) and the support professionals (inside your organization) that provide you the ability to successfully onboard a new hire. 

Look… I know we recruiters have large workloads and the whole life balance struggle.  However, I think the candidate experience also provides good recruiter karma! It not only proves your organization cares about your hire, but it helps before the hire with offer closing, networking/employee referrals and even helping an old colleague find a job. There is a great blog post on Smashfly about Candidate Experience, if your interested in a deeper dive, rather than my mumblings!

What examples do you have of The Candidate Experience either making or breaking the deal?

Interview Debrief Debates

In Recruiting and HR we handle a multitude of head scratching debates after the candidate leaves the office. Here are a few recent ones that I thought were useful, funny and that happen fairly often.

Case of "No Tie"

So he didn't wear a tie...so what?! Does that make him less qualified? Less interested? Lazy even?

My personal opinion is that you should dress your utmost professional best for an interview. However, some cultural environments are less conservative and sometimes down right relaxed. You can never go wrong with dressing up. But what about a jacket without the tie? That seemed to be the debate that was had. True competence for the job is what is most important. In the end, if you really want to land the job, dress up and be prepared to communicate and prove your competence. In the end being competent won him the job.

Cell Phone Veto

Nothing is more off putting to a recruiter or hiring manager then when the applicant pulls out their cell phone. Am I not talking here?! Are you done participating? Do you even notice your doing this?! What is so dang important?

Please leave your cell phone in the car or silenced in your pocket. If you think you are unconscious about it and uber-connected - leave the temptation in the car. It is disrespectful and the person that you do it to will and can veto the decision to hire you.

He said WHAT?!

Talk about foot-in-mouth! Oh, the awkward moment when you say the exact thing the employer doesn't want to hear - and its like a movie of your life being played in slow motion in front of you... cringe.

You need to prepare. It's the companies job to make sure your motivations meet the business needs. Telling the employer you desire a job that is in a different industry/profession is a for-sure interview killer. Telling the employer that when you face difficult situations in the work place... you quit, also not a good idea.

What is your most recent head scratching hiring debate?