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Most workers would prefer to stay in the company where they are, as changing employers can be risky.īut, “if you can’t see it, then it feels hopeless,” Devine said. By doing so, current employees can see available paths for promotion internally and understand what they need in order to develop themselves into a new role. Titles need to be broken down into skills and proficiencies involved. We need to articulate what’s in there,” Devine added. Thus, they never get a chance to perform the job in the first place. When candidates seek a new job with a certain title, their applications can easily be passed over because they lack that same title. “Right now, visibility in the employment system is based upon titles” and the company associated with it, he said. As a result, employers will receive best-fit candidates.Ĭategorizing jobs by skills and proficiencies will democratize the job market so people who lack certain titles will gain necessary experience to move up their career ladders, said Rick Devine, CEO of TalentSky Inc., a career experience network platform based in San Francisco. “This level of transparency allows job seekers to have a greater understanding for the job they are interested in and can help them decide whether or not they are qualified and should apply,” Vitale said. “Job titles are typically such few words that can carry a lot of weight, but job titles aren’t the end-all, be-all in today’s modern job market,” she said.įocusing on the skills needed for a position, rather than just relying on the job title, is a shift that benefits both employers and job seekers. In the modern, global workplace, where job titles have grown to become more creative and, in some instances, ambiguous, are they still the most accurate way to indicate what jobs employees perform?Įmployers are beginning to shift the focus from job titles to skills, said Susan Vitale, chief marketing officer at applicant tracking firm iCIMS. “More importantly,” said Jim Hudner, managing director in the Boston office of Pearl Meyer LLC, a compensation consulting firm based in New York, “if the different titles result in differences in how each position is paid, this could create pay equity issues for the employer.” For instance, if two employees do the same work but hold different titles, it can create organizational confusion as to who is responsible for what tasks. Disparities between job titles and job tasks could pose challenges for companies and employees.