Posted on : 2023-09-01 03:14:00
Article : Possible New content for 256 TASK -Job title inflation in marketing is on the rise. Research shows that job titles, such as VP of marketing and CMO, are being listed with limited experience requirements as firms look to attract and retain talent in a competitive jobs market.
Job title inflation is presently often seen as offering someone a senior job title without the responsibilities that come with it, this is found increasing within marketing and it could be having a negative effect on attracting the right candidates to the right roles. Positions featuring ‘lead’ or ‘manager’ in the job title, asking for a maximum of 2 years’ experience, were up to a combined 53% across all sectors, including marketing, in the UK & Ireland over the last year. It’s a trend that continues when you drill down into marketing roles. VP in marketing roles asking for a max of three years’ experience have increased by 30%, marketing specialist roles with between 0-1 years’ experience have increased by 147% and chief marketing officer roles with just 0-2 years’ experience have increased by 53% in the past year.
All this could be considered job inflation, the process of levelling up a job title without the expected responsibilities and requirements that would usually come along with it. “It used to be the case that titles like lead, principle, partner and VP took years of experience and hard work, however, that now seems to be changing,”. Firms could be doing this to save money by offering a better job title to entice staff to stay for experience without having to pay a salary the role deserves. Or for a start-up to get a “leg up” on more established competition by offering prospective employees a more important sounding role. This can be a negative thing, however who believes attaching senior titles to junior positions could end up “deterring” suitable candidates as much as it attracts them. “Some feel too underqualified to apply,”.
According to a research firm Data People, job listings that use the title of ‘senior’ incorrectly can see up to a 39% decrease in applicants. This sort of job inflation can lead to “resentment” within an organisation as some employees benefit from inflated titles while others do not. It can lead to a sense of unfairness and inequality within the workplace and this could ultimately lead to young professionals at risk of burnout, overall lower staff morale and higher turnover rates.
The research also drills into what impact Gen Z are having on this scenario. Walters People’s research shows that over half of Gen Z workers (52%) expect a promotion after being at a company for 12 to 18 months. Although this does not mean that they expect to be managing a team of people as 47% of young workers believe that they line into is more important than who they have responsibility for and they are confident too. Over half (52%) are comfortable applying for a job with a senior sounding title even if they don’t consider themselves fully qualified.
The research indicates the “ability to drive high-level decisions” is an important contribution to Gen Z’s feelings of worth to an organisation. This is very different to previous generations who had far more comfort in knowing that their specialism – such as finance or marketing – was part of an important cog in a bigger machine. while job title inflation may seem like a harmless practice, it can actually have a number of negative consequences for both employees and employers. For one, it can lead to confusion and miscommunication within the organization. If employees are given inflated job titles, it can be difficult to know who is actually responsible for what, which can lead to inefficiencies and mistakes.
Please post your formative inputs with examples on this inflated job titles to guide the employees and employers. In our solution to this TASK 257 we would discuss more in depth to understand where the employee and employer stand. Our Good morning management solution part will be posted on Monday 4th Sept 2023.
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