How can you choose the most appropriate job title when wearing many 'hats' in your company?
As a very new small business, anyone I bring on to my team is going to be responsible for more than one area of expertise. How can I name or define their positions when they are going to be doing much more than one thing?
Have you made an organizational chart for your small business which outlines the roles, skill set needed, and character qualities for each particular role? The fact that each of these roles has your name on it when you begin is irrelevant. What's important is that you try and figure out the strengths and weaknesses your organization has from an HR standpoint. This also allows you to think about who to hire given the needs in your business. Usually you want to start by hiring out your weaknesses.
MAKE THEM UP.
Large and small, I've seen titles say one thing, and their job function is another OVER AND OVER again. I just redid my business cards 2 minutes ago, and as the owner (and as owner I would never put Owner, CEO, etc on my card because then people think they can instantly negotiate your prices or gouge you) I called myself Chief Strategist.
But You can put their department as their title since you're small, and that will suffice. I just dished out for my Image Development shop the title of Executive Image. That's it.
But make it up depending on your industry - if you're in toys call someone a Chief Fun Officer, or if in customer service, dish out Senior Customer Pleaser. Have fun with it. Your customers and clients will eat it up.
Don't even try...Work the company the way you see fit...If you are a salesperson type hire people that like the inside and organization better, or vice versa...
Defined Job Descriptions are by big business standards well established - Now do each of your team members meet those particular critaria by academics and experience or are they in a supporting role with some knowledge and some experience...There is no "I" in "Team Work" regardless of how many job titles. But you can still play to their strengths and weaknesses if a Job title is that important.
I wouldn't worry too much about titles. What's more important is defining their responsibilities and making sure they have the necessary skills and support to accomplish what they do. By defining the roles by responsibilities you can give them a realistic perspective of what you'll need from them.
You have to look for their work & the way effecting the company , persnnel skills and ability to effect ,they are doing their work as work routine but not all of them effecting & have the ability to take decision ,So its very important to find out that & decide which one to choose .
I just redid my business cards this week and asked a couple of friends about this also. I went with CEO over Owner or Founder. CEO actually seems less pretentious than 'boss'. Other unsolicited advice was that slash job titles are kind of weird, so don't put all your 'hats' on your business card.
It sounds as though what you may be looking for is a 'Generalist' that will be able to effectively wear many hats. There is, or should NOT be, any 'hierarchy' issues in a small start-up. So you may be looking for an 'Administrative Generalist' or 'Office Management Generalist' - titles are just that, not WHO people are.
IF you present an excellent opportunity for someone to join your team, and that person is 'on the jazz', and brings much to the table in various areas, bingo! Remember too that going with a fancy 'high-level' title = high salary expectations!
Lastly, when you do interview people your gut says would be a great fit, references support excellence, then ASK them what they would be comfortable with for their title, given the scope of their various duties and responsibilities - the PRIMARY duty of course is their MAIN title...Would love to hear what you end up coming up with in a follow-up Zoe.
One maor point that's being overlooked - don't overdo it - if you make people under you jealous because you have so many "job titles" as opposed to one, all-encompassing job title, you will stir a hornet's nest of contempt!
Depending on the culture of your company and industry I've send extremes from the generic "Employee", "Marketer", or "Engineer" to accurate descriptions with humor, such as "Herder of Cats" or "Internet Superstar". I've also been personally allowed to suggest my own title under a startup environment.
Having said this, for internal use, their job description rather than title should serve as the definition of roles and responsibilities. For a startup simply listing the department may be enough for external purposes - Marketing, Engineering, QA, Product Management, etc.
You are small enough - don't!
Hire these people and tell them that after 3 months (or whatever) of working, they get to name their position themselves.
If you are hiring a person for a specific function that you expect them to do well (accounting), which might include other diverse responsibilities in your growth stage (HR), then you can give them the appropriate title and explain the need for their attention to these other duties.
The job "title" is not your biggest issue, giving a person a range of diverse responsibilities give you an even greater responsibility to understand their situation and contribution as you need to evaluate their performance.
I suggest Producer of (fill in the Blank)
A lot of us have the same issue I guess. Am I Managing Director, Director, CTO, Software Architect, Development Manager or something else? I decided to go with my core skill "Software Architect", but I wonder if I should also have a business card for Managing Director? So with the person you are bringing in - go with their core function on business cards etc. For the position description - wont they need one for each role? I think so.
Chief-M.P.A-Officer - Marketing, PR, Advertising officer
CHIEF - HR.T.W-Officer - HR, Training, Wellness
and so on...you understand right?
You need to look at their strengths and weaknesses and also at what they want, like and can do. Titles don't mean a lot in a start-up, other than the owner. If you need a title, make sure you use something that is easily understood by your market, not some cutesy title that someone made up.
And remember in a small business you need workers, not managers or executives. Bringing in friend who used to work for IBM might not be the right move.