10 March 2019
Unicorn designers, data wizards and office ninjas: Why we can’t live without nonsense titles in 2019.
After reading this article you will know:
1. Which weird/hipster job titles were most popular in 2018;
2. Why companies nowadays use so many hipster job titles;
3. What the danger of these titles is and how to deal with that in your hiring process.
Wild, hipster job titles. A few years ago many companies refused to participate in this trend. Nowadays especially startups and scaleups simply have to. It’s part of their image as a young, cool and disrupting company.
I’ve seen the most weirdest job titles over the last 12 months. Some examples:
1. Office Ninja (Office Manager)
2. Money Maestro (CFO)
3. Brand Evangelist (Brand Manager)
4. Chief Chatter (Manager Call Center)
5. Chief Troublemaker (CEO)
6. Sales Hero (Sales Executive)
7. Full Stack Magician (Developer with both frontend and backend skills)
8. Data Guru (Data analyst)
Why do we use these hipster job titles?
The big question is: why? Why replacing clear, explaining job titles by these hipster names that often cause confusion about what someone actually does? The answer contains two magic words (another hipster term): millennials and culture.
Companies are more and more keen to hire millennials because they are:
– Highly driven to succeed;
– More eager to learn;
– More focused on happiness in work than salary;
– More open-minded and not afraid to ask questions.
And guess what..
Hipster job titles attract millennials. Why? Well, simply because these names suggest that companies are forward-thinking, disruptive or at least not scared to be different. It’s all part of the bigger picture: company branding. That brings us to our second magic word.
As I mentioned above, millennials are more focused on enjoying work rather than having an overwhelming salary at the end of the month. Millennials are therefore reshaping what’s important in a company’s culture. On average, millennials would be willing to give up $7,600 in salary every year to work at a company that provides a better environment for them. Some examples of an attractive culture for millennials:
– Focus on purpose and learning curve;
– Remote working;
– Agile working;
– Work-life balance (doesn’t need to be completely in balance, but work shouldn’t always feel like work).
So to summarize:
Companies want millennials -> millennials want a forward-thinking company culture -> hipster job titles show that companies are forward-thinking or at least willing to be.
The danger of these job titles and how to deal with that.
So if you’re willing to attract millennials and to create a forward-thinking company brand, you simply have to embrace hipster job titles (or at least a light version of it). However, there’s a reason why many people aren’t quite enthusiastic about this trend: it brings some danger to the table when it comes to hiring the right candidate.
10 terms, 1 meaning
The danger of working with these wild job titles is that companies are coming up with more and more magic terms for the same job opening. The result: recruiters now need to understand 1.000 job titles instead of 100, which seems to cause the dead of job title value when screening candidates. This brings us to a new way of analyzing candidates: field of expertise vs job title.
Field of expertise: the end of job titles
It’s okay to have more job titles for one job. And besides, you can’t fight against it anyway. However, I do understand that it’s quite a challenge to memorize thousand job titles instead of hundred without misinterpreting them. Let’s share how we solve this with our technology.
Equalture: a possible solution
Our company Equalture is a pre-hiring matching technology. We simply help you selecting the best candidate for the job by focusing on both a candidate’s experience and potential.
The magic for us happens within our matching algorithm. This self-learning algorithm provides our clients with a job successfulness prediction (i.e. we predict the match between a candidate and the job), so for us it’s key to understand someone’s previous work experience.
Most companies analyze these experiences by ‘scanning’ keywords on a resume. However, we don’t believe in this method, especially now that job titles aren’t that valuable anymore. That’s why we classify jobs in fields of expertise instead of job title. We believe this is the easiest and most efficient way to deal with the job title trend.
So to conclude, we would advize you to classify jobs into fields of expertise. And don’t you want to do that yourself? Then Equalture might be something to take a quick look at in 2019. No strings attached of course, we’d love to just think along with you.
Happy hiring! Cheers,
The unicorn, rockstar Equalture gurus. ?