Job descriptions are written by recruiters and hiring managers, not neutral observers. Understanding what they're really saying—versus what they're required to say—can save hours of wasted applications and increase interview rates dramatically.
Must-Have Versus Nice-to-Have
The first rule: job descriptions are wish lists, not requirements. When a posting lists ten qualifications, typically three to four are actual deal-breakers. The rest are negotiable. The challenge is identifying which is which.
Pay attention to how requirements are phrased. 'Required,' 'must have,' or 'essential' indicate non-negotiables. 'Preferred,' 'desired,' 'bonus,' or 'nice to have' signal flexibility. If a qualification appears in the first paragraph or first three bullets, it matters more than items buried at the bottom of a long list.
Decoding Years of Experience
Years of experience requirements are often arbitrary. A posting asking for '5-7 years' typically means they want someone who knows the domain and won't require extensive training. Someone with 3 strong years of directly relevant experience often beats a candidate with 7 years of tangentially related work.
The exception: regulated industries (finance, healthcare, legal) where experience requirements connect to licensing or compliance. In those cases, the years matter legally. For most other roles, focus on demonstrating competence rather than meeting exact year requirements.
Reading Between the Lines
Certain phrases reveal important context. 'Fast-paced environment' often means understaffed or disorganized. 'Wear many hats' suggests unclear role boundaries or limited resources. 'Self-starter who thrives with minimal supervision' can indicate lack of mentorship or management attention.
Conversely, positive signals include specific projects mentioned, clear success metrics, discussion of team structure, and emphasis on growth opportunities. When a job description spends time explaining what you'll learn and how you'll develop, it suggests investment in employee growth.
The Keyword Strategy
Job descriptions double as ATS keyword sources. The skills and technologies mentioned repeatedly are what the system will scan for. However, keyword stuffing resumes with every mentioned term looks desperate and doesn't survive human review.
The smarter approach: identify five to seven core requirements from the description. Ensure your resume demonstrates experience with those specific skills using similar terminology. If they say 'project management,' don't say 'coordinated initiatives.' Match their language for the must-haves, but sound human doing it.
Responsibilities Versus Requirements
Many candidates focus entirely on the requirements section and ignore responsibilities. This is backwards. The responsibilities section reveals what the job actually entails day-to-day. Requirements show what they think they need, but responsibilities show what you'll actually do.
If 80% of listed responsibilities align with your experience, apply even if you're missing some requirements. Conversely, if you meet all requirements but the responsibilities describe work you'd hate, don't apply. Cultural fit and daily task alignment matter more than credential matching.
Red Flags To Watch For
Vague job descriptions with generic buzzwords and no specific responsibilities suggest the organization doesn't know what they need. Unrealistic combinations—entry-level salary with senior-level requirements—indicate unrealistic expectations. Descriptions mentioning 'rockstar,' 'ninja,' or 'guru' often correlate with immature workplace cultures.
Multiple re-postings of the same role over months signal either unrealistic requirements or retention problems. Check the posting date. If it's been open for 60+ days, something is off—either the role itself or the hiring process.
The Education Requirement Myth
Bachelor's degree requirements are becoming less rigid, especially in tech. Unless the role explicitly states 'degree required for consideration' or involves regulated work, treat education as one qualification among many. Equivalent experience, certifications, and demonstrable skills often substitute effectively.
However, don't ignore education requirements completely. They indicate the level of analysis and communication expected. A role requiring a master's degree will likely involve complex problem-solving and extensive documentation, even if the degree itself isn't mandatory.
What's Not In The Description
Job descriptions rarely mention compensation, work-life balance, or growth trajectory. They also typically omit why the position is open—whether it's new, backfill, or created due to someone's departure. These omissions are intentional to maximize applicants.
Research these missing pieces independently. Check Glassdoor for salary ranges, search LinkedIn for people who previously held the role, and examine the team's LinkedIn profiles to understand growth patterns. This detective work reveals what the job description deliberately leaves out.
The Application Decision Formula
Apply if you meet 60-70% of requirements AND the core responsibilities align with your experience. Don't apply if fewer than half the responsibilities interest you, even if you're technically qualified. Also skip roles where you meet 90% of requirements but the salary range (when listed) is significantly below your target.
The goal isn't maximizing applications—it's maximizing applications to right-fit roles. Reading job descriptions carefully filters out poor matches before wasting time on customized resumes and applications. Quality over quantity produces better results in modern job searches.