Job descriptions provide a first glimpse into a job, but they rarely tell the full story. They outline ideal responsibilities and skills – attempting to simultaneously attract strong candidates, differentiate the job from competitors, and set the bar high to discourage unqualified candidates.  The end result is often confusing and overly detailed.

So, what are job descriptions if they aren’t a window into the job you’ll actually be doing?

• They’re aspirational lists – glorified wish lists that attempt to cover the entire spectrum that the job could touch.
• They’re often templated language; recycled and generic with a few key details.
• They can reflect internal or external goals depending on who is writing the job description. This means that HR’s desire for structure might clash with a hiring manager’s desire for an agile employee.
• The emphasis doesn’t necessarily match the true day-to-day responsibilities.

How can you dissect job descriptions, so you don’t waste your time?

• Identify Core Skills vs. Nice-to-Haves
  Look for repeating themes—if communication, leadership, or specific technical tools are mentioned multiple times, they’re likely essential. Lesser-used points may be negotiable.
• Ignore the Buzz Words
  A “fast-paced environment” or “self-starter” signals cultural expectations. Translate them into what they mean for your work style.
• Research the Company
  Check the company website, Glassdoor reviews, or LinkedIn to see how the role fits within the team. Sometimes the actual responsibilities differ from the official posting.
• Match Transferable Skills
  Lacking a specific tool or certification? Match your previous experience to show how you can apply similar skills.

When should you apply?

• You meet most of the core ‘required’ skills.
• You can easily demonstrate how you bring value – perspective, leadership ability or industry knowledge.
• The role is what you want. Clients often tell us that they don’t want to move forward with candidates who aren’t motivated and passionate about the job, the team, or the company.

Getting Past AI Resume Screening

Now that you’ve decided to apply – how do you get past resume scanners?

• Use an agency! Not just any agency – use an agency that is focused on relationships before AI screeners. Professional recruiters know how to read between the lines and dissect resumes to fit the right job.
• Mirror the language in the job posting – use the job description’s terminology in your resume. If the job asks for “project management skills”, replace “program coordination”.
• Include acronyms and full terms – cover your bases by using both acronyms and spelled-out keywords.
• Highlight transferable keywords – List similar tools or skills that are closely tied to specific software, technology, etc.
• Customize every resume – tailor your resume, headline, skills section, and summary. You cannot use one resume for every job application in today’s job market.
• Network around the ATS – Apply online but also connect with the recruiter or hiring manager on LinkedIn. A personal referral can bypass automated filters.

Hiring managers know the “perfect candidate” doesn’t exist. They’re looking for someone who can grow into the role, adapt, and contribute quickly. Identify what is essential, recognize your transferable strengths and apply – even if you don’t touch every single requirement. Getting your resume in front of a person is often about persistence and alignment, not perfection.