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Job Descriptions Can Help You Get A Job Or Be A Warning To Avoid It
Job descriptions are a menu of the qualifications, responsibilities, and sometimes soft skills that the company has benchmarked for that role’s scope, level and compensation. Some are re-purposed from previous hires numerous times, some teams are using AI, and some teams copy and edit what other companies post for similar positions.
Thinking of the job description as a list of what the company wants to see on your resume to get an interview, and the career examples they expect to hear about during the interview process to get a job offer, can be useful. The relationships that are created through conversations during the interview process are why offers are extended.
Here are some important things to remember about job descriptions:
– The best hire is never a perfect match to the job description but your resume must match the job description enough to qualify you for an interview.
– If you match everything in a job description your growth while in that role might be limited and it is important that you ask the hiring manager and team for examples of growth opportunities and an expected timeline before you accept that role.
– If you have ~70% of what the job requires, go for it. Tailor your resume to emphasize and highlight your qualifications for the role and include 1-2 specific, concise career examples in your referral or introduction requests that qualify you for the interview.
– Use the job description as a sample list of keywords and phrases. When your resume is looked at for the first time it will be very quick and it must be obvious that it qualifies you for the interview.
– If the job description is clearly above or below your level of experience, use it as the reason to send a networking message to a hiring manager or recruiter expressing in a short note why you belong on the team and what level is appropriate for you
TIP: Copy and paste the job description into any document with a highlighter or bold formatting tool and highlight the keywords and phrases that are your strengths. Then update your resume to make those strengths stand out on your resume by putting them first on the skills list or as the first bullets of a work experience section.
*Questions about how to assess a job description? Book a free session with our team!
Here are a few red flags we have found in job descriptions, why you should notice them and prepare interview questions to understand what they are describing.
– Flat, results-driven organization
Potential lack of structure, combative or competitive hustle culture, insufficient growth and development support
Potential lack of structure, combative or competitive hustle culture, insufficient growth and development support
– Can effectively manage up and independently prioritize
Possibility of ineffective leadership, undervalued employees and over valued managers. Communication issues, high turnover and low retention, collaboration issues between teams, may result in inaccurate performance reviews and a lack of growth opportunities if leaders are not responsible for setting expectations and accountable for results
Possibility of ineffective leadership, undervalued employees and over valued managers. Communication issues, high turnover and low retention, collaboration issues between teams, may result in inaccurate performance reviews and a lack of growth opportunities if leaders are not responsible for setting expectations and accountable for results
– Leadership level title (Director or above), junior to mid-level years of experience & low salary
Yes, we have seen all three of these in on job description. This is completely irresponsible and demonstrates a lack of experience, knowledge about hiring and a sign that the company is not being managed professionally.
Yes, we have seen all three of these in on job description. This is completely irresponsible and demonstrates a lack of experience, knowledge about hiring and a sign that the company is not being managed professionally.
What red flags have you found? Leave a comment and help others learn from your experience.
Are you interviewing for a job with something questionable in the job description?
We can help you draft interview questions and to find out whether it was a job description oversight or a team you don’t want to work with.
Book a free session with one of the Allora coaches!
Kelly Kugler
Kelly is a Career Manager, Relocation Strategist, and Global Talent Acquisition Leader. She is the Founder of Allora Collective, a team of coaches who guide people through their job search, career growth and transitions, and relocations. After developing scalable talent programs for Booking.com, the NFL, and General Assembly, Kelly built Allora Collective. She works with businesses to acquire talent, improve their hiring programs, facilitate workshops and design coaching packages for their employees. Connect with Kelly on LinkedIn, follow @alloracollective on Instagram, and book a free session at AlloraCollective.com.
