It’s a simple question most of us will hear many times throughout our adult lives. But, throw in a fancy job title, and you could find yourself with some explaining to do.

We all know what a Teacher does, for example. But how many of us could admit to understanding the duties of a Transaction Banking Systems Migration Specialist? If you can, you’re probably in the minority.

What is ‘Uptitling’?

The practice of ‘uptitling’, in other words, conferring grandiose or somewhat contrived titles on employees with otherwise comparatively simple jobs, has become commonplace within organisations around the UK. And as a result, the obligatory small talk about the jobs we do has become a whole lot more complex.

And it doesn’t seem to matter what industry you’re positioned in. Roles as varied as Receptionists (Directors of First Impressions), Sales Assistants (Custmomer Facilitation Officers/CFOs) and Window Cleaners (Vision Clearance Engineers) are becoming elongated, embellished and acronym-ed wherever possible.

And let’s not even get started on what a Technical Evangelist does.

What’s with all the Ninjas?

So why the rush of inflated job titles? Well in some respects, it reflects the tough economic times in which we all live. When an employer wants to motivate and retain a valued member of staff, but doesn’t have the financial means to do so, a change of job title can have a similar effect.

And whilst the cynical view might be that this is just a way for managers to increase their employees’ workloads without paying the appropriate reward, uptitling can not only be used as a recognition of status, but it can also work wonders for an individual’s career progression.

An Editorial Assistant changing their title to Junior Editor or Deputy Editor, for example, may not get paid any more for their input, but may be much more attractive to employers looking to fill a full-time Editor position.

But crazy-sounding job titles are also fashionable.

With their love of sci-fi and lack of traditional business inhibitions, it’s the rise and rise of the tech start-up that’s really pushing the boundaries, with whole rafts of Gurus, Ninjas and Jedis ready and waiting to wage war on their social media enemies.

Whilst higher up the same chain, their bosses, the entrepreneurs who who create these businesses are at it too, as they attempt to make their roles more relatable. MDs and CEOs are dubbing themselves ‘Chief Thinker’, ‘Chief Imagineer’ or, in the case of the late Steve Jobs, ‘Chief Know-it-all’.

But what do we really think?

However, not all employees necessarily see it in the same way. In a recent poll conducted by reed.co.uk, only 31% of those surveyed suggested that a more elaborate or impressive title would actually improve their morale at work.

So, are we nurturing a generation of children who aspire to become Talent Acquisition Officers and Chiefs of Listening in the Community rather than Firemen or Teachers? Perhaps only a Head of Futuring and Innovation could tell us.

Know anyone with a weird job title? Let us know your favourites below…

Written and directed by Michael O’Kelly,  ‘The Runner’ is a tongue in cheek portrayal of life on set for a lowly production assistant, and was made when Michael was working as an assistant director on the set of the award winning drama series.

The award, and £10,000 prize money, was presented to the London filmmaker at an exclusive awards ceremony, which took place at BAFTA and was hosted by award winning comedian and satirist, Marcus Brigstocke. ‘The Runner’ also won the public’s vote, picking up the People’s Choice Award.

Further awards were presented to London filmmaker Dan Hartley, who won the Judges’ Commendation for his short film ‘One’, and to Ben Witt, a student at Bournemouth University, who received Best Young Filmmaker for his film ‘Letting You Go’.

Following a record year for entries, which saw over 540 filmmakers competing for four awards, twelve films were shortlisted and put before an industry judging panel that included actress Alexandra Roach (The Iron Lady, Cuban Fury, One Chance), producer and co-founder of Vertigo Films James Richardson (The Sweeney, StreetDance 3D), film director Paul Weiland (Mr Bean, Sixty Six), film critic Charles Gant and founder and creative director of New Moon, Caroline Rowland.

The reed.co.uk Short Film Competition was first conceived by Nicola Reed, as she looked for an innovative way for a growing and influential online brand to support creativity and the arts.

Now in its fourth year, the competition is the fastest growing film competition in the UK, a feat that can be attributed, not least, to the huge platform if offers first time filmmakers.  With more than 5 million unique visitors to reed.co.uk each month, the competition gives first time filmmakers the biggest platform of any film competition in the UK to have their work seen.

Grand Prix Winner Michael O’Kelly said: “I had come to believe no one in the UK would reward comedy in film. Winning has given me back a confidence that’s been dribbling away. reed.co.uk put on a damn fine contest and I feel proud and lucky to have won. I plan to develop a sitcom based on ‘The Runner.’ Until now that was something I just said. Thanks to reed.co.uk it’s something I’ll now do.”

Paul Weiland, judge and long-time supporter of the reed.co.uk Short Film Awards said: “Everyone who watches it, loves ‘The Runner’. It’s funny, superbly acted and very well finished and it really answers the brief to create a film about ‘Ambition’. Once again, all of the winning films in the reed.co.uk Short Film Competition showcase some incredible talent and set an extremely high benchmark for this and other short film competitions.”

Mark Rhodes, marketing director at reed.co.uk, thanks everyone involved in this year’s competition: “As well as congratulating all of this year’s winners, our thanks go to the directors, casts and crews who dedicated their time, talent and effort to create such a wonderful selection of films, and to our panel of expert judges, who gave up their time to choose this year’s winning film. We’re extremely proud of reed.co.uk’s association with short film and look forward to seeing this competition continue to act as a springboard for talented, ambitious and enterprising filmmakers.”

Watch this year’s shortlist and find out more about the competition on reed.co.uk/film

Successfully making your job ad stand out from the crowd can be the difference between a lacklustre response and an excellent one.

But, when attempting to differentiate yourself from the competition, it can be easy to forget about the basics.

To help you make the most of your listing, reed.co.uk have put together a handful of our top, tried and tested tips to help you target the best candidate for the job.

1. Check, check and check again

Simple? Yes. But mistakes are a common occurrence within job ads. And, just as a poorly written CV may cause you to question a candidate’s credentials, the same goes for recruiters.

Leave prospective applicants in no doubt about your professionalism: have a colleague proof read your ad, check for typos and grammatical errors and avoid using contrived phrases and industry jargon.

2. Be bold with those benefits

Setting your role apart is sometimes as simple as playing to your strengths, as early as possible.

Craft aspirational job titles which are both informative and attractive to potential employees. An “Account Manager – Great Location, Fantastic Bonus Scheme” is more likely to attract a high number of quality applications than simply, “Account Manager”.

Still searching for inspiration? Find out what motivates your ideal hire.

3. Encourage reading

No matter how attractive your position is, a dull and dreary description of day-to-day activities is likely to turn off even the most determined of applicants.

Use easy-to-digest, informative and succinct language in a tone representative of your organisation and brand. Focus on the facts and the essential skills for the role to paint an exciting (yet realistic) picture of the working environment.

4. Don’t let them get away

The most important part of any job ad is ensuring it closes the deal.

Don’t let the ideal candidate delay by convincing them to apply right there and then. Add a sense of urgency to your vacancy by using phrases such as ‘Apply today’, ‘Don’t miss this incredible opportunity’ and ‘Expires soon’.

5. Don’t be afraid to try something different

It’s important to remember that every ad is different. What might resonate with one audience may not have the same effect on another.

So, whether you’ve spent a substantial amount of time in recruitment or not, try and resist the temptation to use a previous template for your ad and write something specifically playing to the strengths of the vacancy in question.

Finally, most job boards will also permit you to edit your advert once it’s live, allowing you to monitor and modify as desired to ensure the best possible response.

Hiring? Advertise your role on reed.co.uk now…

The Reed Job Index, the largest monthly measure of conditions and trends in employment opportunities in the UK, now stands at 153 – three points lower than the previous month, which saw the index reach its highest ever level.

The April figures follow a strong first quarter for the UK jobs market, with 9% more job opportunities on offer during the first three months of the year, compared with the final quarter of 2012. This echoes the recently announced GDP figures, which showed that the UK economy grew by 0.3% in the first three months of the year. Overall, the April jobs market was 2.3% higher than the first quarter average (149.6) for 2013.

A significant majority of sectors (85%) are now stronger than they were this time last year, with particularly strong gains in social care (64%), construction (60%), education (51%) and health & medicine (51%). Month on month, hospitality and catering saw strong gains (21%).

Looking around the UK, the majority of regions are offering more opportunities than they were this time last year. Monthly growth in the capital unexpectedly fell back in April by just over 2%, though London is still offering 11% more opportunities now compared with last year.

Overall, the Reed Job Index now stands at 153, compared with 156 last month and 134 in April 2012. The Reed Salary Index now stands at 99, compared to 100 last month and 98 in April 2012.

Commenting on the latest figures, James Reed, Chairman of reed.co.uk, says:

“April saw a steadying of the jobs market, with a slight dip due to an expected seasonal fall following the Easter Bank Holidays. So far this year, the Reed Job Index has been showing a clear and continuing trend for growth, which was reinforced by last week’s positive news that the UK economy avoided a triple dip recession.

“We’re now seeing people apply for new jobs in unprecedented numbers, as many who have been sitting tight during the tough economic conditions of the last few years gain the confidence to look at furthering their careers with a new employer. Salaries have remained static for over three years against a rising cost of living, so now is the time for many people to look for something new.”

For more information on the Reed Job Index, please visit www.reed.co.uk/jobindex.

To help find out, reed.co.uk asked more than 3,000 UK workers what motivates them when it comes to finding a new job.

Climbing the ladder

The single most important factor jobseekers consider when applying for a job is the opportunity for career progression.

46% of those surveyed considered it their number one motivator, rating it more important than salary, benefits, reputation and convenience.  In other words, for nearly half of all jobseekers, the potential for career growth in the future takes precedence over any immediate gains.

Anything you can do demonstrate to a candidate that a job with your organisation can provide a platform for long-term career progression will help paint a positive picture. Highlighting in the job description relevant opportunities for career progression, training and professional development is, therefore, highly recommended.

It’s not all about the money, money, money

Perhaps unsurprisingly, the salary offered for a position comes pretty high on the list of potential motivators. However, it isn’t necessarily a top priority for the majority of the workforce, with only 18% of those surveyed saying that it would take precedence over any other factor.

Not sure if you’re paying enough? Read five tips to help you set the right salary.

How convenient?

15% of those surveyed agreed that when looking for a job, office location and the potential journey to work is the key influence they consider when applying for a role.

Although convenience can often be out of your control, there are things you can do to reassure applicants if your company’s premises are particularly inaccessible. Providing travel subsidies, cycle-to-work or car-sharing schemes, and work-from-home opportunities may alleviate some candidates’ concerns.

Keeping up appearances

For many, the ideal job could be defined as one that not only interests and excites them, but also one that comes with a re-assuring dose of job security.

15% of our survey audience stated that the name, status and standing of a company would have a bearing on whether they would apply for a position or not.

However, whatever your organisation size and type, working on your brand story, heritage and what you do to look after you employees will go a long way in helping attract the best candidates.

Bring on the benefits

Some employers offer a wide range of benefits in order to make their job advert stand out from the competition. These could include childcare subsidies, pension schemes, complimentary gym membership or even a company car.

6% of those surveyed indicated that a lucrative benefits package would be their primary motivation when applying for a job, ranking it bottom amongst the available options.

Although this is by no means a comprehensive list of motivators, our latest research highlights the extent to which being able to demonstrate a structured approach to career development has become a critical factor in attracting the right candidates.

Not only do the results suggest a more ambitious, aspirational and self-improving workforce, they also demonstrate just how much the desire for career progression supersedes any other factor – including salary

Hiring? Advertise your role on reed.co.uk now…

Gauging the correct salary when advertising a job is never easy. The market can fluctuate according to industry, location and a whole host of other market forces.

To help you keep focused on the factors that matter most, here are five ways to help you feel confident you’re offering the right salary.

1.      Check the competition

If you really want to attract the best talent, it’s important you know exactly what and who you’re up against. Failing to keep up with the competition may mean you miss out on the highest quality candidates. You’ll also run less effective recruitment campaigns, and spend more time recruiting, both of which could cost your business.

Run regular searches for similar job titles to make sure you have an up-to-date benchmark of what the market’s doing.

Should you attract a candidate that meets all of your main requirements, you may also need to be prepared to negotiate. They may be seeking more than you have previously offered, and leaving a little room in your budget to reflect this is always advisable if you want to avoid missing out.

2.      Keep up-to-date with industry trends

Although linked to the previous point, it’s worth noting that salaries by both industry and location are dynamic, and are likely to fluctuate depending on a number of different factors. As well as keeping an eye on what your direct competitors are offering potential employees, maintaining an awareness of the standard rates for your area and sector should always inform your decision.

To see how the salary for your vacancy compares with similar jobs, use reed.co.uk’s free Salary Checker.

3.      Consider the cost of living

The majority of locations will have an average salary dictated, at least in part, by the cost of living. The cost of living in London (ranked by Mercer in 2012 as the 25^th most expensive city to live in), for example, would be much higher than that of Birmingham, Glasgow or Edinburgh (all outside the top 100).

However, although many of your staff might live in and travel from the same area, for certain positions you may have to look slightly further afield.

If you’re looking to fill a more niche or specialist role than your local catchment area will allow, be prepared to pay a little extra, or even subsidise travel to find the perfect hire.

4.      Bring on the benefits

If you’ve stretched the salary as far as your budget will permit, there’s a range of other ways you can attract the best candidates. Other than the annual wage, an attractive benefits package can also be an eye-catching incentive.

Aside from the obvious perks (company car, bonus/on target earnings and the aforementioned travel subsidies etc.), there are a number of other things you may be able to offer to start generating the right applications.

Examples might include pension schemes, health insurance, extra holiday days, working from home allowances and gym membership.

5.      Remember the hidden costs

When considering the correct level of salary, it’s just as important to make sure you’re not paying too much. Remember, you’re not only paying a new employee’s wages. There may be a wide range of other expenses which need to be taken into account when allocating your budget.

Potential costs include software licensing fees, money provided for training, office space, office equipment, utility bills and even liability insurance. The general rule is, whatever the annual salary, a company will usually pay 50% more per hire when all the overheads are taken into consideration.

If you don’t have budget for the added cost, you may need to re-consider the scope of the vacancy or adjust your offer accordingly before advertising.

Of course, calculating salaries is largely circumstantial. There will doubtless be many other mitigating factors (budgetary constraints, opportunities for career progression etc.) which inform your decision and which are dictated by the individual needs of your business. Regardless of this, you should always make sure you’ve done your research before deciding on a final figure.

Finally, if you’re setting about your recruitment without giving a fixed salary figure (i.e. ‘competitive salary’), always consider doing so with a degree of caution. Recent research conducted by reed.co.uk showed that, on average, jobs that don’t display a salary or leave the salary as ‘negotiable’ receive fewer applications than those that do, and some candidates may be reluctant to apply if they can’t immediately see their earning potential.

Selected from a long-list of fifty, the twelve nominated films will now be put before an industry panel of judges that includes actress Alexandra Roach (The Iron Lady, Private Peaceful, Cuban Fury, One Chance), creative director and producer Caroline Rowland, who played an instrumental role in securing the Olympic bid and whose credits include the official Olympic film First, producer and co-founder of Vertigo Films James Richardson (The Sweeney, StreetDance 3D and Monsters), Kidulthood producer and director of All Things To All Men George Isaac, producer and Head of Strategic Initiatives at Universal Johnny Fewings, and Film Editor and chief critic of Heat magazine Charles Gant. Previous judges, film director Paul Weiland (Sixty Six), Nicola Reed and Universal Pictures’ Publicity Director Diane Kelly, also return to the panel this year.

The public will have an opportunity to judge the films and cast their vote for the People’s Choice Award on reed.co.uk/film.

The winners will be announced at an awards ceremony to be held at BAFTA on Thursday 9th May.

Over 540 filmmakers entered their work this year, breaking all previous records and reaffirming the reed.co.uk Short Film Competition as one of the fastest growing short film events on the UK circuit. Entrants were given three months to conceive and make a 3-minute film based on the theme ‘Ambition’. The breadth and range of the films this year is exemplary and judges will have a tough decision to make in choosing the overall winner.

2013 reed.co.uk Short Film Competition Shortlist

• “Achiever” by Alex Hinx
• “Ambition” by Carolyn Goodyear
• “Dust & Waltz” by Darren Bransford
• “Letting You Go” by Ben Witt
• “Lost & Found” by Conor Boru
• “One” by Dan Hartley
• “Pablo Picasso: Actors’ Headshots” by Keith Gubbins & Anthony Richardson
• “The Runner” by Michael O’ Kelly
• “The Big Idea” by Dan Hartley and Richard Shean
• “Ton Eighty” by Sam Huntley
• “Tibs” by Sam Huntley
• “Working Lunge” by Tania Emery

Full details of this year’s shortlist, including information on how to vote, can be found at reed.co.uk/film.

The largest monthly measure of conditions and trends in employment opportunities in the UK now stands at 156 – its highest ever level, eclipsing last month’s previous best by 1%. Overall, there were 9% more job opportunities on offer during the first quarter of the year, compared with the final three months of 2012.

A significant majority of sectors (81%) are now stronger than they were this time last year, with just over half (51%) growing on a monthly basis.

Looking around the UK, the majority of regions are offering more opportunities than they did last month and all but one are stronger than they were this time last year. Monthly growth in the capital unexpectedly fell back in March by just over 1%, though London is still offering some 8% more opportunities now compared with last year.

Overall, the Reed Job Index now stands at 156, compared with 155 last month and 142 in March 2012.

There was once again a modest monthly increase in salaries of 1%, meaning the index has now reached parity with its starting level of 100 in December 2009. Broadly speaking however, the general trend continues to be towards remuneration being slightly lower than it was in 2012.

Commenting on the latest figures, James Reed, Chairman of reed.co.uk, says:

“Commentators could be forgiven for expecting the jobs market to fall back slightly after taking such a significant and encouraging upward turn in February, but our March figures show there has been a clear and continuing trend for growth throughout the first quarter of 2013. There has been a very significant 10% increase in the number of jobs available compared with this time last year.

“The employment allowance announced in the budget is an additional fillip that will hopefully encourage still more employers to hire.”

What on earth is a hack day?

Hack days (also known as hackathons) are intense bursts of software development with the aim of conceiving and creating usable software by the end of it.

So, for reed.co.uk, it might be a new feature or function, or it might even be a whole new site, like our awesome career predictor tool, one of the fruits of our last hack day.

How does it work?

Teams of three and four will be given 24 hours to tackle a broad brief and compete head-to-head for the winning hack.

Some teams will tackle outstanding tasks, some projects will just be for fun (Workaoke, anyone?) and some will be completely off the wall. Each team will present their project at the end of the hack.

All in all, it’s a day for reed.co.uk’s product teams to freely create and iterate and for our users to benefit from new features and functionality they won’t find anywhere else.

What kind of creative goodness will emerge from this year’s hard-fought competition? Watch this space to find out…

Or are you simply, completely and utterly confused?

However you try and escape it, business jargon has become almost unavoidable in the modern workplace. Once the lexicon of high-end sales people and the upper echelons of management, flowery corporate colloquialisms now feature every day in emails, documents, meetings and even job advertisements.

But how well do you know your business buzzwords? Take our quiz below to find out.

Think we’ve missed any? Let us know your favourite/most cringe worthy pieces of business jargon below, or share them with us on twitter @reedcouk.

Before close-of-play optional.