How to Write a Job Title That Gets Clicks—And the Right Applicants

When it comes to job postings, first impressions matter—and that starts with the job title. It's the first thing candidates see, whether they're browsing a job board, scrolling LinkedIn, or getting an alert in their inbox. A strong title can draw the right candidates in. A weak or vague one? It might never get clicked at all.

If you’re struggling with too few applicants—or too many unqualified ones—your job title could be the problem. Here's how to craft titles that not only get clicks but also attract the right people for the role.

Why Job Titles Matter More Than You Think

Job titles are a primary search filter for candidates. In fact, a 2023 Indeed survey found that 36% of job seekers using job sites explicitly search by the job title they’re looking for.

That means nearly four in ten candidates rely on the exact title to find your posting. Use the wrong title—and your ideal candidate may never even see it.

The wrong title can tank visibility or lead to a flood of mismatched applicants. For example, calling a content role “Marketing Ninja” might sound fun—but someone searching for “Content Strategist” or “Digital Marketing Manager” may never see it.

Your goal isn’t just creativity—it’s clarity.

Tip #1: Use Commonly Searched Titles, Not Internal Lingo

Avoid internal titles that make sense only inside your organization—like “Client Success Evangelist” or “Sales Rockstar.” They may sound catchy, but they confuse job seekers and don’t match the terms people are searching for.

Instead:

• Use clear, searchable titles that reflect the actual work.
• Align titles with what candidates would type into job boards like Indeed or Google Jobs.

Example:
 Instead of: “People Operations Guru”
 Use: “HR Generalist” or “People Operations Manager”

Tip #2: Be Specific About Level and Role

Vague titles like “Engineer” or “Coordinator” don’t communicate enough. Candidates want to know:

• Seniority (e.g., entry-level, manager, senior)
• Focus (e.g., front-end, back-end, full-stack)

Adding specificity helps candidates self-qualify, which reduces irrelevant applications and improves quality.

Example:
 Instead of: “Marketing Associate”
 Use: “Email Marketing Specialist (Entry-Level)”

Tip #3: Include Keywords for SEO Visibility

Your job title doubles as a search term. Including keywords candidates are actively searching for boosts visibility on job boards and search engines.

According to Indeed’s Hiring Lab, job postings with keywords that closely match search queries see 50% more clicks on average.

Tools like Google Trends, LinkedIn’s job title suggestions, or your own ATS analytics can help uncover which titles perform best in your industry.

Tip #4: Avoid Gendered or Biased Language

Certain words subtly discourage candidates from underrepresented groups from applying. Words like “rockstar,” “ninja,” or “dominant” can skew male. Likewise, terms like “supportive” or “nurturing” may attract more female applicants but deter others.

Use tools like Gender Decoder or Textio to ensure inclusive, neutral language in your titles and postings.

Tip #5: Keep It Short and Scan-Friendly

Most job boards truncate titles after 60–70 characters, so aim for clarity over cleverness. Ideally, 3 to 4 words max. Stick to one core title, and save the creative pitch for your job summary or company overview. 

Too Long:
 “Experienced Full-Stack Developer with Node.js & React Skills for Fast-Growing Startup”

Better:
 “Full-Stack Developer (Node.js / React)”

Real-World Results: The Power of a Better Title

Indeed’s survey of employers revealed the impact of crafting clear, candidate‑friendly job titles:

• 45% of employers reported that their biggest hiring challenge was not receiving enough applicants
• 36% of job seekers specifically search by title on job sites
• Job ads with more inclusive, unbiased language saw a 42% increase in applicants 

By switching from clever internal titles to clear, searchable ones—and removing biased terms—you can dramatically boost visibility and attract more (and more relevant) applications.

The Bottom Line

Your job title is your headline. Get it wrong, and the best-fit candidates may scroll right past your posting. Get it right, and you'll boost both click-through rate and applicant quality.

Keep it clear. Keep it searchable. And always write with your ideal candidate in mind.

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