Titles play a role when recruiting candidates for placements; recruiters search keywords of positions when doing research for their clients seeking new hires. It’s standard for people on both sides of the job search to use websites, which provide an understanding of what pay grades come with certain titles – a ballpark of what is considered “normal” or “average,” therefore setting expectations.
Sometimes there is a disparity between candidates’ titles and their descriptions – a resume could be “worth” $60,000 in responsibilities but combats a title that underserves the monetary value.
For the employer maintaining retention
“In a business world where employee turnover can be costly, early promotions and title changes can be the extra confidence that keeps [employees] engaged and loyal to the company.” – Associate at engineering consulting firm.
Employees enjoy feeling recognized, so companies wanting to keep employees happy will promote them with pay raises and elevated job titles. This signifies reward for hard work and delivers an unspoken message that there is guaranteed continued growth within a firm. With this “promised” growth, happy employees will aspire to embody leadership roles, following the path established for them early on.
For the content and aspirational employee climbing the ladder
They’re reaffirmed of their value and contribution to the company, which influences them to continue expanding their abilities to tackle bigger challenges and responsibilities. Eventually once they reach executive roles, their title will carry heavier weight, commanding respect, which means something of accomplished value.
For the future
As the mystery of our lives becomes more exposed in the digital age, thereby facilitating a constant comparison to others, young professionals will continue the trend to chase titles. Whether it’s within the same company/organization or somewhere new, young professionals will stay hungry to further define their identity and growth to success.