Understanding Job Descriptions

Don't ask ChatGPT to "revise my resume so it matches this job description." Here's what to do instead. The simple and obvious prompt gives you a generic resume that sounds like everyone else's. (Note: the following only works for a job for which you are 𝘲𝘶𝘢𝘭𝘪𝘧𝘪𝘦𝘥 - you have the right experience, it's not a role change, you've done this job before, and you know your personal skills and experience are a good match.) First: find the outliers in the job description. The requirements or desires or other information that makes it 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵 from other JD's for the same role. Prompt: "Which parts of this JD are boilerplate for <role>, and which hint at this company’s unique challenges or priorities?" (And paste in the job description.) It will return with a list of "generic" requirements for the role, and its perspective on requirements that are not generic. This will not be totally accurate, but it's a good start. Second: Review the list of non-generic requirements and determine which are the most important. (Some of the requirements on its list will NOT actually be important, or will be less important.) Third: With the list of most important non-generic requirements, use this prompt: "I would say <important requirements list> are the most important of these. Now, given this candidate's resume, how well does it match up to those key points? And what should they do to bolster them?" (And paste in 𝘺𝘰𝘶𝘳 resume.) This gives you a list of potentially actionable changes you can make, a list of areas where your resume could use bolstering. What do you do with this list? That's a topic for another post. P.S. I can't emphasize this enough - this process is NOT for when you are trying to get into a new role or when you're going for an aspirational job. First of all, that's much less likely to work, and you need to do different things anyway.

We asked 1,084 employers what makes a great hire. 78% have hired technically skilled people who failed because other factors weren't evaluated. Here's what this taught me about the real problem with hiring: 1. We evaluate in silos - Skills OR experience OR culture fit - Never all three together - Missing the full picture - Making decisions on incomplete data 2. We confuse "qualified" with "successful" - Great on paper ≠ great on the job - Technical ability ≠ team collaboration - Right experience ≠ right fit - We're solving the wrong puzzle 3. Hiring managers want simple answers - "Just tell me if they can do the job" - "Do they have the right background?" - "Will they fit in?" - Life isn't that simple 4. Our tools encourage narrow thinking - ATS filters for keywords - Interview guides focus on experience - Reference checks ask about past performance - Nothing connects the dots 5. We're afraid of complexity - Multiple assessments seem harder - Holistic evaluation takes time - Easier to focus on one thing - But easier ≠ better 6. We test the wrong things at the wrong time - Skills after screening - Culture fit during final rounds - Learning potential never - By then, best candidates are gone 7. Success stories don't get shared - Bad hires make noise - Good hires just...work - We remember the failures - Forget what actually works TAKEAWAY: The teams with the highest hire satisfaction aren't just testing for skills. They're evaluating the complete candidate - technical ability, soft skills, learning potential, AND values fit. In this week's special report edition, I'm sharing exclusive findings from the 2025 State of Skills-Based Hiring Report. Including: - Why holistic evaluation increases satisfaction by 18 percentage points - The 4 dimensions that predict long-term success - Your action plan for seeing candidates completely The full breakdown is here 👇

Job descriptions are basically useless. There, I said it. You read "Project Manager" and think you know what the role involves. Which is miles away from the truth. I've seen project managers who spend their days in Excel building Gantt charts. And others who are essentially firefighters, jumping between crises and keeping teams from falling apart. Same job title. Completely different realities. The real problem? Job descriptions tell you what tasks you'll do, not what problems you'll solve. They list qualifications, not the actual skills that matter. And they're designed to cover the company's backside, not attract the right person. What you actually need to know: 1️⃣ What does a typical day look like? Not the sanitised version. 2️⃣ What are the biggest challenges someone in this role faces? 3️⃣ How do you measure success? And I don't mean KPIs - I mean real impact. 4️⃣ Who are you working with? What's the team dynamic like? 5️⃣ What decisions can you actually make? Here's my advice for veteran job seekers: Take the job description with a pinch of salt. It's marketing fluff. Talk to people who actually do the role. Ask them what keeps them up at night. Find out what they love about it and what drives them mental. That's how you learn about the real work. Not the bullet points in the job spec. #hiring #recruitment #careers

"We work hard and play hard here." Translation: We'll burn you out Monday through Friday, then expect you at mandatory happy hours. I started my Corporate Translation Dictionary™ after hearing this phrase at three different companies. Each time, it meant the same thing: exploitation with a beer tap. 𝐂𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐓𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐢𝐨𝐧 𝐃𝐢𝐜𝐭𝐢𝐨𝐧𝐚𝐫𝐲™ 𝐕𝐨𝐥. 𝟐: "We're results-oriented" → Metrics matter more than mental health "Unlimited PTO" → You'll feel too guilty to take any time off "Flat organizational structure" → No clear path to promotion "We're disrupting the industry" → We have no sustainable business model "Startup mentality" → You'll do five jobs with no boundaries "High visibility role" → Everyone will watch you, but no one will support you "We promote from within" → Brad's already picked for that role "Merit-based advancement" → Your merit, Brad's advancement My personal favorite from yesterday's client call: "We want someone who can challenge the status quo" → But only in ways that don't challenge our comfort She showed me the job posting. Then the org chart. Twelve layers of status quo sitting above this "transformational role." They want revolution at analyst prices. Disruption that doesn't disrupt. Change that changes nothing. 𝐓𝐡𝐞 𝐭𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐢𝐨𝐧 𝐭𝐡𝐚𝐭 𝐬𝐚𝐯𝐞𝐝 𝐦𝐞 $𝟐𝟎𝟎𝐊: When they said "performance bonus structure," I heard earning potential. They meant moving targets you'll never hit. When they said "cross-functional leadership," I heard influence. They meant responsibility without authority. When they said "lean team," I heard efficiency. They meant skeleton crew doing enterprise work. Now my translations are instant: Them: "We need someone scrappy" Translation: "We have no budget but expect miracles" Them: "Culture fit is important" Translation: "We want someone who won't rock the boat" Them: "There's a lot of whitespace" Translation: "Nothing's documented and everything's on fire" The beauty of becoming fluent? You can't unhear the truth. Every Black woman needs her own translation dictionary. Because when you decode their language, you stop falling for their fiction. Document their patterns. Translate their extraction. Price accordingly. Build your Proof Preview. Five minutes. One documented result. https://lnkd.in/eyUNq9JE Thank You; It's True™ P.S. Just got an email about a "stretch opportunity." Translation: They want director-level work at coordinator pay. My consulting rates are in their inbox. In plain English. #BlackWomensWealthLab #CorporateTranslation #InvoiceYourWorth

How much do the words in a job ad matter? More than you think. I’ve seen how often job seekers are left to decode the fine print in postings. The words matter. Lensa has analyzed 400M+ postings and 20M+ applications since 2015. We've identified five key factors you need to watch for: • Length: Postings in the 200-400 word range usually give enough detail without drowning you. Very short posts can mean vague expectations. Extremely long ones can signal a company that isn’t clear on priorities. • Salary ranges: If pay is listed, you can compare quickly and avoid wasting time. If it isn’t, know you’ll likely have to push for clarity later. • Coded language: Words like “aggressive” or “dominant” can tell you something about culture. If those words don’t fit how you work, beware. • Buzzwords: “Rockstar,” “ninja,” “genius.” These don’t define the job. If you see them, look closely at the actual responsibilities before deciding to apply. • Benefits: Health coverage, retirement, flexibility. If these appear early in the posting, it’s a sign the company knows they matter and wants to compete for talent. Read the ad like a preview of how the company operates. Clarity in the post often predicts clarity in the job. Make your move. But first, read the words.

Role requirements – 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝘀𝗲𝗲𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝗷𝗼𝗯 𝗮𝗱 A client was asked to apply for a role, just as a formality. She was offered the role and just had to respond to the advertisement. But… she called me in a panic when the ad appeared. The role now came with a list of requirements, some of which hadn’t been previously discussed with her. So after we got through the self-inflicted pain of “𝘮𝘢𝘺𝘣𝘦 𝘵𝘩𝘦𝘺 𝘥𝘰𝘯’𝘵 𝘸𝘢𝘯𝘵 𝘮𝘦 𝘵𝘰 𝘢𝘱𝘱𝘭𝘺 𝘢𝘯𝘺𝘮𝘰𝘳𝘦??”, I gave her a powerful reframe of role requirements. We worked through every requirement – expected or not – and asked WHY the organisation had included it.  ➡︎ What did it say about the role AND the outcomes the role had to deliver?  ➡︎ Why would those skills be needed?  ➡︎ Why would each of those experiences be important to the organisation? This careful analysis shifted her thinking from “𝘛𝘩𝘦𝘺 𝘥𝘰𝘯’𝘵 𝘸𝘢𝘯𝘵 𝘮𝘦 𝘢𝘧𝘵𝘦𝘳 𝘢𝘭𝘭” to using this to develop a really rich understanding of the role and how she could perform it. We made a list of deeply insightful questions and she asked those questions of the person who had “offered” her the role. She did none of the angsty “𝘠𝘰𝘶 𝘥𝘪𝘥𝘯’𝘵 𝘵𝘦𝘭𝘭 𝘮𝘦 𝘢𝘣𝘰𝘶𝘵 𝘵𝘩𝘪𝘴” or “𝘠𝘰𝘶 𝘬𝘯𝘰𝘸 𝘐 𝘥𝘰𝘯’𝘵 𝘩𝘢𝘷𝘦 𝘵𝘩𝘢𝘵 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦” – she just brought intense curiosity and openness to the conversation. 𝗬𝗼𝘂𝗿 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Don’t look at role requirements purely as “𝗗𝗼 𝗜 𝗳𝗶𝘁 𝘁𝗵𝗶𝘀?” but use them for insight and understanding. Use them to ask intelligent questions of the recruiter or talent manager before you apply, so you can truly understand if you're a match or not. If it’s a requirement you don’t have, but you know you can do the role, why is that? Don’t ignore those elements; dig deep to think about why it would be valuable and what alternative experience you can offer. I know from my recruiter network that a lot of effort goes into developing role requirements. It’s not just a wishlist or an effort to find a ‘unicorn’ who miraculously has all of these diverse skills and experiences. Look at it from the organisation’s perspective, not just yours. PS. What happened to my client? Ask me in the comments and I’ll tell you. PPS. Has this happened to you? #LinkedInNewsAustralia

Work is evolving. The data show us where to focus: => Remote workers aren't thriving. => FIXED ONSITE employees are struggling. New Gallup Global Workplace: 2025 Report shares data to guide where to improve employee experiences and achieve better results. Remote workers need more support--better management and sense of belonging through culture and connection. Hybrid employees are clearly also experiencing high stress which needs addressing. However, notice the data for fixed onsite workers: - Only 19% are engaged - the lowest by far - Only 30% are thriving - the lowest by far FLEXIBILITY is essential for EVERY worker. More autonomy is necessary and possible for ALL onsite workers with different options depending on the role. Flexibility for onsite workers means more: - Shift patterns and options; - Staggered start and end times; - Rotating shifts and compressed workweeks; - Shift swapping; - Floaters and part-time schedules; - Job-sharing to fulfill a full-time role; - Phased retirement and on-demand labor; - Choice of vacation timing. Manufacturing, retail, and hospitality examples: - Land O'Lakes, Inc.: Introduced “flex work” program in 60 of 140 facilities, allowing factory workers to set their schedules vs rigid 12-hour shifts. - RICK STEIN RESTAURANTS: Flexible careers scheme allows staff (all ages and experience levels)to work as little as one shift per week. -Pets at Home (UK): Offers job-sharing and part-time options for store managers supported by manager training and explicit policies. Humans thrive with more autonomy, wherever they work. What greater workplace flexibility can your company offer every worker so that your workforce and business can thrive more?

Most people treat a job offer like a take-it-or-leave-it proposition…Big mistake…👀 When a company extends an offer, they’re not just offering you money—they’re inviting you into a conversation. A negotiation. And how you handle that conversation can set the tone for your entire career there. Here’s the key: be curious, not combative. Questions to Ask After Receiving the Offer: To understand the offer: • “I really appreciate this offer—can you walk me through how you arrived at this number? It’ll help me better understand the framework.” • “What’s most important to the company in this compensation package—base salary, bonuses, equity, or benefits?” • “Are there opportunities to adjust parts of the package to better align with my contributions and market trends?” To uncover flexibility: • “If we were to explore adjustments, which areas would have the most flexibility?” • “How does this package compare to others for similar roles in the company?” • “What would it take to get closer to [specific figure or benefit] given the responsibilities we’ve discussed?” To gather more context: • “Does the team see this role as a critical growth driver? How can the compensation reflect that?” • “How does this package reflect the impact I’d be expected to deliver in the first 6-12 months?” • “What incentives are available for exceeding expectations in this role?” How to Propose Your Own Terms: Frame it as mutual problem-solving: • “I’d like to explore how we can adjust this package to better reflect the value I bring while aligning with your goals. Here’s what I had in mind…” • “Would it make sense to discuss a structure like [specific proposal] that better reflects the market for this role?” Anchor high with rationale: • “Based on my experience, the scope of this role, and market benchmarks, I was expecting something closer to [specific number or range]. How can we work together to close that gap?” • “For a role at this level with the impact we’ve discussed, I typically see packages in the range of [specific number or range]. Does that align with what’s possible here?” Be collaborative with priorities: • “I’m flexible on some elements of the package but prioritize [e.g., base salary or equity]. Could we explore adjustments in that area?” • “If adjusting the base salary isn’t possible, could we look at [specific alternatives like sign-on bonuses, stock options, or vacation time] instead?” Close with curiosity and an invitation to collaborate: • “How do you feel about this proposal? Is this something we could explore together?” • “What would you need from me to make this adjustment work on your end?” • “Are there other creative ways we can structure this to get closer to what I’m looking for?” The key is to make it clear you’re not demanding—you’re problem-solving together. This keeps the tone professional, collaborative, and respectful while ensuring you advocate for what you’re worth. #joboffer #negotiating #knowyourworth

🚩 Job descriptions decoded: What they say vs. what they often mean Sometimes it feels like job postings are written in code. Here are a few phrases I’ve learned to read between the lines and the questions I now ask in interviews: 🔺 “Must operate in ambiguity” 👉 Translation: We don’t have a clear strategy or structure. You’ll be expected to figure it out as you go. 💬 Ask: What does support look like when things are unclear? 🔺 “Fast-paced environment” 👉 Translation: We’re understaffed and revisiting priorities daily. 💬 Ask: What’s a typical day or week look like here? 🔺 “High-growth company” 👉 Translation: Change is constant, and the firehose is always on. 💬 Ask: How are you scaling teams and processes alongside that growth? 🔺 “Wears many hats” 👉 Translation: You’ll be doing multiple jobs, only one will be in your title. 💬 Ask: What are the top priorities for this role? 🔺 “We’re like a family” 👉 Translation: Expect blurred boundaries, emotional dynamics, and maybe weekend emails. 💬 Ask: How does the team support work-life balance? 🔺 “Self-starter” or “Entrepreneurial” 👉 Translation: Minimal support. You’re on your own. 💬 Ask: What does onboarding look like, and who’s available for guidance? What are some phrases you’ve learned to decode?

𝐃𝐞𝐜𝐨𝐝𝐢𝐧𝐠 𝐉𝐨𝐛 𝐏𝐨𝐬𝐭𝐢𝐧𝐠𝐬: 𝐓𝐡𝐞 𝐇𝐢𝐝𝐝𝐞𝐧 𝐌𝐞𝐬𝐬𝐚𝐠𝐞𝐬 𝐘𝐨𝐮’𝐫𝐞 𝐌𝐢𝐬𝐬𝐢𝐧𝐠 🔍 Unlock the Secrets: What Job Descriptions Really Tell You Navigating job descriptions can be like decoding a complex cipher. While they lay out responsibilities and qualifications, they often carry subtle cues about the company culture and expectations. Understanding these hidden messages can save you from landing in a less-than-ideal workplace. 🎯 Red Flag Radar: What to Watch Out For Beware of phrases like "wear many hats" or "fast-paced environment." While these can signal exciting opportunities, they often hint at a lack of resources or high turnover rates. Job descriptions that emphasize "rockstar" or "ninja" can also indicate a company with unrealistic expectations for performance and possibly a chaotic work environment. 💡 Actionable Tip: Look for Transparency A well-crafted job description will clearly state expectations, growth opportunities, and company culture. Transparency about these aspects often correlates with a supportive and structured work environment. On the flip side, vague descriptions or a lack of detail about the role's specific tasks might be a sign that the company hasn’t thought the position through. 🚀 Real Insight: Beyond Buzzwords While trendy terms and buzzwords can make a job sound exciting, they can sometimes mask the realities of the position. Phrases like "opportunity for advancement" should be backed by concrete examples or a clear path for growth within the company. Without these, such phrases may just be filler, not real promises. 🔗 Connect & Engage: The Importance of Asking Questions When interviewing, ask specific questions about daily responsibilities, team structure, and success metrics. The answers can provide clarity and help you understand whether the job aligns with your career goals and values. 𝙅𝙤𝙗 𝙙𝙚𝙨𝙘𝙧𝙞𝙥𝙩𝙞𝙤𝙣𝙨 𝙖𝙧𝙚 𝙢𝙤𝙧𝙚 𝙩𝙝𝙖𝙣 𝙟𝙪𝙨𝙩 𝙖 𝙡𝙞𝙨𝙩 𝙤𝙛 𝙙𝙪𝙩𝙞𝙚𝙨; 𝙩𝙝𝙚𝙮 𝙖𝙧𝙚 𝙖 𝙬𝙞𝙣𝙙𝙤𝙬 𝙞𝙣𝙩𝙤 𝙩𝙝𝙚 𝙘𝙤𝙢𝙥𝙖𝙣𝙮’𝙨 𝙨𝙤𝙪𝙡. 𝘽𝙮 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙖𝙙 𝙗𝙚𝙩𝙬𝙚𝙚𝙣 𝙩𝙝𝙚 𝙡𝙞𝙣𝙚𝙨, 𝙮𝙤𝙪 𝙘𝙖𝙣 𝙨𝙥𝙤𝙩 𝙧𝙚𝙙 𝙛𝙡𝙖𝙜𝙨 𝙚𝙖𝙧𝙡𝙮 𝙖𝙣𝙙 𝙛𝙞𝙣𝙙 𝙧𝙤𝙡𝙚𝙨 𝙩𝙝𝙖𝙩 𝙩𝙧𝙪𝙡𝙮 𝙛𝙞𝙩 𝙮𝙤𝙪𝙧 𝙘𝙖𝙧𝙚𝙚𝙧 𝙖𝙨𝙥𝙞𝙧𝙖𝙩𝙞𝙤𝙣𝙨. Are you reading job descriptions right? Share your experiences and tips below! ----------------------------------- Follow Surya Vajpeyi for more such content💜 #CareerAdvice #JobHunting #LinkedInTips