Honest Job Titles: Why Accuracy in Job Titles Matters for Retention

A job search is mentally, emotionally, and sometimes physically exhausting.

Many job seekers are shocked by the time commitment required, especially if they haven’t searched for a job in a while. Job hunting often becomes a second job! According to a CareerBuilder survey, the average job seeker spends 11 hours per week on their job search, lasting two to six months.

Job Titles Should Reflect Reality

Candidates invest time tailoring resumes, writing cover letters, transferring information into company portals, and attending multiple interviews—phone, Zoom, and in-person. Interviews usually happen during work hours, making it difficult for job seekers to attend without raising suspicions at their current job. When a candidate finally secures a new role, it represents a significant investment of time and effort.

But what happens when an IT Manager joins a company, only to realize their role is actually that of a Systems Administrator?

Misleading Titles Cause Problems

Some hiring managers dismiss concerns about inaccurate titles. “What’s the big deal? We pay them an IT Manager’s salary, but their job is easier!” Others intentionally inflate titles to attract more experienced candidates, thinking it’s a win-win. They envision hiring someone overqualified who will enjoy a “cushy” role.

However, these employees often leave within 18 months. Most professionals crave meaningful work, not an easy paycheck. Feeling underutilized or misled leads to dissatisfaction and turnover.

The opposite situation is equally damaging. If a company hires a Systems Administrator but needs an IT Manager, they risk turnover. That employee may be excellent at their current job but lack the leadership experience required. This misalignment sets both the employee and the company up for failure.

The Pitfalls of Inflated Internal Promotions

When budgets are tight, some organizations offer new titles instead of pay raises. Promoting a Sales Representative to “Senior Sales Executive” without added responsibilities or pay may seem like a quick fix for retention. However, this approach can backfire.

• Current Senior Sales Executives may feel undervalued.
• The newly promoted employee may research market pay for their new title and realize they’re undercompensated.

Misleading titles create confusion, resentment, and attrition.

Clear and Honest Job Descriptions Matter

Organizations should maintain accurate, well-defined job descriptions that match real responsibilities. Clarity prevents misunderstandings and supports retention by ensuring employees know what to expect.

Time is valuable—whether for job seekers looking for the right fit or companies hiring and training employees. Investing in accurate job titles helps both sides avoid costly misalignment.

For further insights on compensation best practices, check out MorganHR’s blog on effective salary structures.