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!

Starting the Fall Campus Trail

Fall is my favorite season! There is a distinct smell in the air that comes with Fall and what's not to like about hoodie weather, pumpkin spice everything and leaves in every color! The other reason I like Fall is because it's back to school time... not just for my son, but for my candidate pool as well.

This week I've booked my campus travel schedule and mapped out which Sales Managers and Alumni Account Executives will be joining me as I road trip to various campuses across the Midwest. I've also mapped out the next two campus season(s) branding strategies and how we will pipeline for the large ramp of new hires we plan for Q1, Q2 and Q3 of 2014.

I can hardly contain my excitement. For me - I'm in my element on campus, as I love the energy level I get to exude. I often refer to it as hustling, "Everyday I'm Hustling" (Cue LMFAO) haha!

It surprises me how wrong people can be about the Millennial population sometimes. I see this first hand on campus. Sure, there are some entitled kids out there that went to school because mommy and daddy paid for them to go and it was an excuse to get out of the house, join a frat and party. However, I see a great deal of smart go-getters out there that want to make an impact on a company, learn and absorb as much as they can. It is those "go-getters" that are our future! They make a difference and are part of the war on talent from a grow-your-own talent perspective.

The key is having a recruiter that can spot the go-getters and sell the opportunity of making an impact at your organization. Sure branding is a HUGE component, but that is a different post. Weeding out the entitled from the go-getter is not all that hard, but is indeed a learned skill. Some of the things I look for on campus are:

1. Dressed professional and prepared at the career fair
2. Mapped out a plan for which employers to speak with, their openings and did some research on the company
3. Prepared with copies of their resume and pitches for why they are a candidate that should be considered
4. Activities, Philanthropy, Student Government, Internships, Sports, Collegiate Activities/Groups on their resume that showcase that this person is INVOLVED and used to juggling responsibility
5. Energy level and willingness to introduce themselves (you would be surprised how often this is missed)
6. BONUS: Prior to fair, emailed resume or applied online and mentions they will visit your booth (I love this one - extra points!)

Some of the red flags?

1. Sloppy appearance
2. Not prepared
3. Crumpled resumes
4. No research, no map, no plan, no clue
5. Busy socializing with their friends and not actually engaging employers
6. Resume with only school and summer jobs
7. Low energy level (I am not talking introvert here - but literally like they had an all night keger the night before and decided to show up anyway)
8. No real clue as to what types of jobs they are targeting
9. Just hitting the booths for free swag or chotchkies

So... with that said, my campus season starts next week. The chotchkies are ordered and packed in my trunk with my booth, business cards, flyers and maps! They will remain in my trunk until end of November. Now let's just hope no one rear-ends me and we have yet again another stellar recruiting season!!!!

Cube Life

Cube Life: Those who spend 40+ hours working in a corporate, 4-walled, open–roofed workspace. This is also where you spend the majority of your waking hours. 

I was walking around the sales floor today and couldn’t help but notice all the cube decorations in everyone’s space. I swear some looked like artful masterpieces of sales and company-name puns on selling. People tacked up wrapping paper backgrounds, hung pictures and others clipped photos of the Officespace characters with open message bubbles. In passing conversation I found out about a 7ft. cardboard cutout bear and even threw out a suggested viking hat…because why not?!  I thought, you know what - when you are "dialing for dollars" in your cube… at least it’s something to look at. You can casually make work fun by swapping out some items each day. Of course we need to keep it clean and appropriate, but a 7ft teddy bear is hilarious and about as clean as you can get. I guess the top performer gets the bear in their cube as recognition. Cool idea - HR agrees.

This reminds me of a funny story…

When we first opened the office we had a consultant working with the leadership team. We were touring the office before closing on the lease and I said, “these are nice cubes!” His response was, “Don’t call them cubes, it’s bad for recruiting. Call them workspace.” Huh?? Seriously?

Well, let’s keep it real here... they are cubes! They also happen to be workspaces. These technicalities are made of ridiculousness. The fact of the matter is whether you call them workspaces or cubes, if your pipeline is backing out because of that…you have bigger problems! Like say... employment branding maybe?  He is not and never was a recruiter, but regardless how can one make a blanket statement like that? As if all people would be turned off from the word - cube. Businesses everywhere have office environments that are cubicle concept. I would Imagine our candidates even expect the job they are applying for requires them to work in a cubicle. So, let’s not paint a Zebra blue here… and just keep it real.

What fun things does your office do with their cubes? Any fun non-monetary sales reward ideas or experiences you would like to share?