Understanding Job Descriptions

Normalize removing education requirements from your job postings, and not asking about education on the application, and no holding it as an unspoken requirement. There's no "universal" college experience or guarantee of skills that come with a certain degree program. There's no guarantee that someone comes out of college a better critical thinker or writer than someone who simply reads and writes and discusses with their friends. Instead of assuming that a degree means someone has a certain set of knowledge and skills, just define the knowledge and skills you need and assess for it throughout your process rather than assuming that a degree is an indicator that someone has the skills you need. I mean a lot of folks earned those degrees at a time when resumes were written on typewriters and most people didn't have cell phone or internet access. Those degrees could have been focused on studying concepts that have since been invalidated. Most of what they bring to the table in 2024 is a result of what they've learned on the job and navigating life - not a degree they earned 30 years ago. Seeing people who feel like they have "maxed out" professionally because they don't have a degree, contemplating taking on debt to get a degree simply to be able to progress in the field they are already thriving in, this seems really inequitable. There are lots of great reasons to go to college or get a degree. But companies holding unnecessary requirements shouldn't be one of them.

7 Job Posting Red Flags (That You Can Spot in 60 Seconds): 1. Vague Title, Heavy Scope Titles map to pay bands. Low title? Lower band. In other words? “Coordinator” who “owns strategy, budget, and roadmaps”? That’s a senior job with a junior title. Always ask for the level and salary band for the role, especially if the scope reads senior. 2. No Salary Range + “DOE” or “Competitive Pay” Many companies don’t share their budget in the job advert, and their not all necessarily a red flag. But no salary range plus “competitive pay” or “depends on experience” with a list of very specific requirements? This can mean misalignment or low budget. 3. One Person = Three Jobs If the scope reads “own sales, marketing, and product” or “design, code, and support”? It’s probably saying understaffed and with unclear priorities. Ask the recruiter or hiring manager how the scope is prioritized in the first 90 days and what two outcomes define success for this role. This will help you get a clear picture of your everyday workflow. 4. Unrealistic Requirements “Entry-level” but with 5 years’ experience and mastery of 12 tools isn’t entry-level. Expectation mismatch leads to churn and below-market offers. Ask them: “Which 3 skills matter most on day one? If I’m strong there, are the other items nice-to-have?” 5. After-Hours Language “Fast-paced”, “must thrive under pressure”, “weekends as needed”, “on-call”? Those can be signals of frequent overtime and poor planning. Make sure you ask what the typical weekly schedule looks like for a clear picture. 6. No Success Metrics Lots of tasks, but zero outcomes? That’s a red flag for growth and professional development. If success isn’t defined, performance reviews and promotions are shaky. Ask how success is measured in the first 90 days and 12 months, and what 2-3 metrics matter most. 7. Long, Unclear Interview Process  Slow, shady processes often mirror internal misalignment. Clear interview processes should be disclosed in the first round. If anything else pops up that wasn’t mentioned in the first round (e.g., additional unpaid take-home assignments)? That’s a red flag to keep an eye on. ⚠️ Sick of applying to roles that bait-and-switch you mid-process? 👉 Book a free 30-min Clarity Call and we’ll show you how to screen job posts for red flags and find value-aligned offers: https://lnkd.in/gdysHr-r

🚩 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?

𝗢𝗻 𝗔𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁 𝗥𝗼𝗹𝗲 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 Roles and responsibilities of different types of architects are woefully confused. Misunderstanding by organizations and in the industry leads to confusion and inefficiencies. How can you build a team with clear understanding of these roles for effective collaboration and success? Here are 3 actions to streamline processes and enhance collaboration between architect roles while building your organization: 𝟭/ 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝗮𝗻𝗱 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗥𝗼𝗹𝗲 𝗗𝗲𝗳𝗶𝗻𝗶𝘁𝗶𝗼𝗻𝘀 Craft detailed role definitions for each type of architect you need. Outline their specific responsibilities, expected deliverables, and how they interact with other roles. Update and communicate these definitions to reflect evolving responsibilities and organizational needs. Clear and consistent roles let everyone understand each architect role's distinct contributions. 𝟮/ 𝗛𝗮𝘃𝗲 𝗥𝗼𝗹𝗲-𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 Role-specific training lets architects fully understand their own roles and how they fit into the larger function. Toss in basic cross-training sessions covering other architect roles. This fosters mutual understanding and appreciation in your team. Emphasize collaboration and the importance of integrating efforts to achieve common goals. Well-informed architects are better equipped to perform their duties and collaborate effectively. 𝟯/ 𝗛𝗮𝘃𝗲 𝗮 𝗚𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 𝗚𝗿𝗼𝘂𝗽 Empower a governance group to define the processes and standards for architecture practices across the organization. A tight group, with a member from each role, handling role clarification, conflict resolution, and decision-making. A self-governing group gives clarity and consistency in defining and executing architect roles. The Tower of Babel wasn't built in a day -but we can start to dismantle it. Developing and communicating clear role definitions, giving role-specific training, and empowering a governance squad will start down the path toward a clear understanding and definition of architect roles. Preventing confusion, enhancing collaboration, and improving architecture outcomes are worthy goals. ________ 👍 Like if you enjoyed this. ♻️ Repost to help your network. Follow Kevin Donovan for more. ________ 🚀 Join the IT Architects' Hub! Unlock more of our 3-𝙖𝙘𝙩𝙞𝙤𝙣𝙖𝙗𝙡𝙚-𝙩𝙞𝙥𝙨 with our coming newsletter. We aim to connect you with a community that gets it. Dive into a network of peers who challenge the status quo. Ready to level up?  Improve your skills, meet peers, and elevate your career! Click and Subscribe 👉 https://lnkd.in/dgmQqfu2 -- Image credit DALL-E

You've sent out dozens, if not hundreds, of job applications - but it feels like they're getting nowhere, doesn't it? What if I told you, my academy members have cracked the code and landed their dream jobs abroad using a simple strategy? The strategy? The synergy between you & the job! Your application isn't just landing in an inbox; it's being parsed and scored by an ATS. Not as technical as it sounds. Let's simplify it. ⚡ Unmask The Code: Every ATS speaks a certain language – the language of the job description. Crack its code by diving into the job posting and matching your CV to its terms. The more specific to your industry, the better. ⚡Keyword Rich: Now you know what the ATS is hunting for, make sure your CV is rich with those specific words and phrases but don’t turn it into a keyword buffet!   ⚡Elevate the Essentials: If you're an experienced professional, drop the 'Objective' section. Show them your experience and achievements upfront. Trust me, robots don't care about your aspirations. Instead, hit them with a 'Summary' of your achievements and experiences.  This isn't just for the ATS, but for the human eyes that'll scan your CV next. ⚡ Rewind Your Timeline: Your CV should read like a reverse story. Start with the present and work backward. ⚡ Be The Chameleon: ATS evolves - you should too. Stay updated about the changes, adapt your strategy, and stay ahead in the game. ⚡ Proper Formatting: ATS can be choosy with complex designs. Simple, clean formatting ensures readability. ⚡ Show, Don't Tell: Evidence-backed skills and achievements fare better in the ATS race. ⚡ Right File Type: A .docx or .pdf is generally safe for ATS. Check the job posting for specifics! 📍But the fight doesn't stop with the ATS win. The real test begins when your CV lands before human eyes. - GO FOR THE SKILL: Infuse your CV with achievements, not just duties. This is your chance to brag. Show how you transformed challenges into triumphs. - TALK NUMBERS: Did you improve sales by 30%? Or maybe increased website traffic by 50%? Quantifiable achievements make you humanly irresistible. - KEEP IT CLEAN: Nothing turns off a recruiter more than a messy, hard-to-read CV. Choose a clean layout with clear headings and bullet points. - Echo Their Voice: Reflect on the company's tone and values in your CV. Show them you're not just a fit for the role, but for the company culture too. Applicant Tracking System is your GPS in the jungle of job opportunities. Master their language, and they'll guide you straight to your dream job. Say goodbye to: 👉 Vanishing Applications 👉 Uncertainty Take control of the ATS. Take control of your job search. Did this resonate with you? Would you like more steps like these? Let me know below in the comments. #JobSearch #CareerDesignAcademy #ApplicantTrackingSystem

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

Been there, scrolled that: vague job descriptions and "fast-paced environment" shouts. All a subtle way to say “You’re going to have a hard time” 😒 But after working as a tech recruiter, engaging with candidates, and working alongside clients that go from being 100% transparent to wanting to hide some details, I know these can be HUGE red flags. So, how can you sniff out a potential bait-and-switch before you even hit "apply"? Here are a few red flags to keep your eyes peeled for: 👉 The job is fully remote but then it says that you need to be in the office for specific days 👉 Hybrid job that requires being in the office 4 days: everyone, that is not what a “hybrid job” is 👉 Salary compatible with experience: honestly, what does this even mean? What about giving a salary range? 👉We need a “rockstar” or a “ninja”: that’s a quick translation to “you are going to have an unrealistic workload in an awful company culture” 👉 We play hard and work harder: short for “we party a lot - good luck if you dislike parties - and we have, yet again, an unrealistic workload waiting for you” 👉“We have fresh fruit, ping-pong table or standing desks”: if a company focuses on highlighting things that may not even be deal-breakers for candidates instead of being transparent about the tasks and salary, run. Run for your life. But wait, there's more! This is just the tip of the iceberg. What other sneaky red flags have YOU encountered in job postings? Share your experiences in the comments below to help fellow job seekers avoid being played! #GoncaloHiires #LinkedInNewsEurope #jobsearch #techcareers #redflags #careertips

Workplace flexibility is more than a four day working week, remote work or nine-day fortnight. What are the options and exactly how personalised can flexible work arrangements become? Thanks to the Geraldton Guardian newspaper for publishing my piece on this topic. Working remotely, hybrid work arrangements, and the four-day workweek are among the smorgasbord of flexible work treats now available at an increasing number of workplaces. While these options have been gobbled up by some workers, they might not satisfy everyone's appetite for workplace flexibility. The growing demand for flexible work arrangements is about to get a whole lot more personal, with an increasing number of options being put on the table for workers to choose from. The modern workplace is made up of individuals with widely varying personal situations, yet too often they are served a one-size-fits-all menu when it comes to flexible work arrangements. Consider remote and hybrid work arrangements. While many workers enjoy these flexible options, others prefer to keep their personal and work lives separate and do not find these arrangements appetising at all. This emphasizes the need for workplaces to dish up a more varied menu of flexible work options, catering to the diverse tastes and needs of their employees, ensuring everyone can find an arrangement that suits their unique lifestyle. They are plenty of flexible work options that can be put on the table many of which have been on the menu for some time, although we’ve yet to truly dish them out. Many workers prefer the flexibility of part-time work but are locked into full-time roles. There is often hesitation to convert these roles, fearing reduced employee dedication. When converting full-time roles to part-time is not feasible, job sharing—where two or more part-time employees share the responsibilities of a single full-time position—can be a viable alternative. Staggered start and finish times allow employees to adjust their working hours to better fit their personal lives, such as starting earlier or finishing later. Split schedules allow employees to divide their work hours into segments, such as working 8 am to 12 noon in the office, taking a break, and then working 4 pm to 8 pm from home. Purchased leave allows employees to buy additional leave days beyond their standard entitlement, enabling them to take extended time off for personal needs, vacations, or other commitments by deducting the cost from their salary. A deferred salary leave plan lets employees work for several years at 80% pay, saving the deferred portion to fund an extended break while still receiving a reduced salary. The variety of options on the menu means that while some employees savour a four-day week, others will relish staggered hours, and still others will opt for split schedules or time banking. #flexibleworkarrangements #flexibility #workplace #management #job #humanresources #leadership #AIMWA

If you don’t adjust your resume for the role, don’t expect tons of interviews. Let me explain 👇 You don’t need to highlight everything you’ve done and every language you have used throughout your career. This just clutters your resume and makes it less readable. What do tech recruiters like myself care about? 🥁Relevancy for the role we’re recruiting for🥁. Can applicant X do the job? Yes? Great, let’s talk to them. To get to “yes,” do this and you’ll be better than 99% of applicants: →Only highlight projects that are highly relevant with solid examples. Now, I don’t mean you need to create a new resume from scratch for each role, ok? It’s more about tailoring your resume to the job’s specific requirements. For example, if the role requires you to: “Collaborate with product managers and other engineers to understand business priorities, frame machine learning problems, and architect ML solutions,” ❌ Don’t say: “Designed and implemented ML model using Python for financial documents.” ✅ Instead, the recruiter would like to see: "Worked cross-functionally with three product managers and an engineering team to pinpoint essential business needs and articulate machine learning challenges. I developed a classification model using Python and PyTorch, utilizing both first-party and third-party data. This approach resulted in a 15% increase in customer retention and a 6% boost in advertising revenue" See the difference? The first example is vague and generic, while the second one is specific and directly related to the job description. So, here’s a challenge for you: 1. Read the job description carefully. 2. Identify the key responsibilities and skills required. 3. Tailor your resume to highlight your most relevant experiences and accomplishments. 4. If you don't have a relevant example, use what you already have. If you do this, you’ll increase your chances of landing an interview dramatically.

Decoding Job Descriptions for a Tailored Resume   As a career coach and resume writer, I've noticed a common challenge job seekers face: interpreting job descriptions. Tailoring your resume goes beyond just matching keywords—it's about truly understanding what an employer is seeking.   Here’s a quick guide to help you ‘read between the lines’ and improve your resume’s chances:   Key Responsibilities = Your Headlines: When a job description lists responsibilities, these are tasks you'll be handling daily. Highlight similar tasks you've done on your resume.    Required Qualifications = Non-Negotiables: These skills and experiences are essential to the employer. If you have them, make sure they’re on your resume.   Preferred Qualifications = Your Edge: These aren't mandatory, but having them gives you an advantage. If you’ve got them, emphasise them!   Company Culture & Values: These often hint at soft skills or attitudes they appreciate. For example, “We value innovation” might suggest they’re looking for problem-solving or creativity.    Action Verbs: Words like “lead”, “manage”, “coordinate”, and “develop” can tell you about the role’s level and the initiatives you’ll be driving.   Repetitions: If a skill or trait is repeated, even in different ways, it’s a strong indicator of its importance to the role.   A generic resume can get lost in the crowd. By decoding job descriptions, you can position yourself as the perfect fit. Need assistance? Reach out by messaging CLARITY, and let's elevate your resume game to land your DREAM role.