Let's be honest: reading job descriptions can feel like trying to decode an ancient language where nothing means what it says. You see a listing asking for ten years of experience in a technology that's only existed for three, and suddenly you're questioning whether you're qualified for any job.

Here's the thing—job descriptions aren't really written for you. They're written by committees, filtered through HR software, and padded with wishful thinking. Understanding this isn't about gaming the system; it's about recognizing that the gap between what's written and what's actually needed is where your opportunity lives. Let's learn to read what employers mean, not just what they say.

That job posting asking for a master's degree, seven years of experience, fluency in four programming languages, and somehow also project management certification? It's probably describing three different people the hiring manager has worked with over ten years, all mashed into one fictional super-candidate. This is requirement inflation, and it's everywhere.

Here's why it happens: hiring managers often create wish lists, not requirements. HR adds more criteria for legal protection. Previous bad hires lead to overcorrection. The result is a Frankenstein's monster of qualifications that no single human possesses. Studies consistently show that job postings list 20-30% more requirements than are actually necessary for the role.

The practical response? If you meet 60-70% of the stated requirements, apply anyway. Men typically apply when they meet 60% of qualifications; women often wait until they meet 100%. Neither approach reflects reality—the job description is a starting point for negotiation, not a binding contract. Your cover letter is where you address gaps honestly and redirect attention to your genuine strengths.

Takeaway

Treat job requirements as a wish list, not a checklist. If you meet most of the core qualifications and can demonstrate relevant value, you're a legitimate candidate—apply with confidence and let your actual experience speak.

Not all requirements are created equal, and learning to spot the real priorities can transform your application strategy. The secret is in the structure and repetition. Requirements listed first typically matter most. Qualifications mentioned multiple times throughout the posting are non-negotiable. Anything buried at the bottom under 'nice to have' is exactly that—nice, not necessary.

Pay attention to the verbs and specificity. 'Must have experience with' means something different than 'familiarity with preferred.' Detailed, specific requirements ('3+ years managing cross-functional teams of 5-10 people') signal real needs from actual experience. Vague, broad requirements ('excellent communication skills') are often filler that everyone claims anyway.

The job title and salary range also reveal priorities. A 'Senior Developer' role paying entry-level wages tells you they want senior skills but will consider less experienced candidates. Look at what the company emphasizes in their 'About Us' section—if they mention 'fast-paced environment' three times, they're telling you speed matters more than perfection. The repetition is the message.

Takeaway

Read job postings like a detective examining evidence—the requirements mentioned first, repeated often, or described with unusual specificity are the ones hiring managers will actually screen for.

Job descriptions don't just reveal what companies want—they reveal what companies are. Certain phrases have become reliable warning signs of problematic workplace cultures, and learning to spot them can save you months of misery. 'We work hard and play hard' often translates to 'expect 60-hour weeks with occasional pizza parties.' 'Fast-paced environment' sometimes means 'chaotic with no processes.'

Watch for roles with suspiciously vague responsibilities ('other duties as assigned' as a primary function) or positions that have been posted repeatedly over months. High turnover hides in phrases like 'looking for someone who can hit the ground running'—they may not have time to train because everyone keeps leaving. 'Flexible' and 'self-starter' can mean you'll receive zero support or structure.

That said, context matters enormously. A startup saying 'wear many hats' is describing reality, not dysfunction. 'Competitive salary' from a Fortune 500 company means something different than from a five-person operation. Cross-reference the posting with Glassdoor reviews, LinkedIn connections at the company, and the tenure of people in similar roles. Red flags deserve investigation, not immediate disqualification.

Takeaway

When job postings use vague language about culture or emphasize personality traits over skills, dig deeper through external research—the way a company describes itself often reveals more than they intend.

Job descriptions are imperfect documents written by imperfect people trying to solve real problems. Your job isn't to match every bullet point—it's to understand the underlying need and demonstrate you can meet it. That shift in perspective changes everything about how you approach applications.

Start treating job postings as conversation starters rather than gatekeepers. Apply strategically, address gaps honestly, and trust that the real evaluation happens when humans talk to humans. The description got you curious—now show them why that curiosity should be mutual.