It shouldn’t be hard to understand a job description, but sometimes it is. With a long list of expectations, it can be hard to tell what employers are actually looking for. Is “team player” important? Do they really mean it when they say “must be able to work under pressure”? Are you underqualified if you don’t meet all the requirements in the JD?
Lots of job seekers are asking similar questions. But here is what the majority don’t know. Job descriptions are not written for formality's sake, as most people assume. They are written so you can know the kind of employee a company want. If you know how to read between the lines, you will tailor your application to show them you are exactly who they need.
And if you are already looking at a job vacancy and are unsure how your CV measures up, you can use this free CV Matcher tool. Drop in your resume and the job description, and it will compare them side-by-side, highlight your gaps, and tell you what to tweak. But more on that later. Let’s start with understanding what descriptions are and what they really say.
When you read a job ad, you are likely scanning for one thing: whether you qualify or not, right? But that’s a shallow approach. Job descriptions are supposed to guide you.
They are meant to give you a clear idea of how to tailor your application to what a company wants. Each session points to something, even down to the recruiter’s choice of words. A short job description, for example, mostly indicates that it is a startup environment. A highly structured one with lots of information points to a more formal workplace.
Let’s break down a typical job description. You’ll usually find five main parts:
The Job Title
This one describes the position. Is it “Marketing Manager” or “Marketing Lead”? That difference alone implies a change in responsibility and seniority. A “Coordinator” likely means you’ll be supporting others, while a “Strategist” or “Specialist” suggests expertise.
The Summary
This short intro often outlines the big-picture goals of the role. Pay attention to the language. If they say, “We’re looking for someone to help us scale quickly” you just know growth and ambition matter. If they mention “mission-driven work,” then cultural alignment and purpose likely matter as much as skills.
Responsibilities
This one outlines what you will be doing upon resumption. Note that the top three bullets usually tell you what matters most in the role. If it starts with “Lead a cross-functional marketing team,” then leadership and collaboration are clearly priorities. Verbs like “own”, “manage”, “collaborate”, and “execute” reveal how hands-on or strategic the job really is.
Required Qualifications
This is where they list what you must have. Think skills, tools, experience levels, and sometimes education. If you meet most but not all of them, don’t panic. We will explain more on that in subsequent paragraphs. Keep reading.
Preferred Qualifications
These are the nice-to-haves. Don’t count yourself out if you’re missing a few. They are usually not compulsory except when the JD says “must-haves”. But if you have the important qualifications listed, you still stand a good chance.
Please note that some companies also add a section on company values, benefits, or team culture. Don’t skip it. It tells you what kind of people thrive there.
Now let’s talk about the two types of skills job descriptions mention either directly or indirectly.
Hard skills: Some job seekers, especially new graduates or entry-level applicants, get confused when they see this. They assume it refers to physical strength or toughness. But they are not. Hard skills are those teachable, measurable skills often related to tools or platforms. Almost every well-written JD has it. You will see things like “proficient in Excel,” “experience with Salesforce,” “HTML and CSS,” or “data analysis”.
Soft skills: These are harder to find because they are usually implied. If the post says, “must be able to work under pressure,” they’re telling you they want someone who can handle multiple demands. “Strong communication skills” might show up as “works cross-functionally with multiple teams”.
“Self-starter” is the ability to take initiative and work independently.
The language used in job descriptions is rarely accidental. Employers choose certain words for a reason. They are looking for specific qualities in an ideal employee. Here are a few examples of how to decode them:
“Drive”, “own” or “lead”: If you see these words, this means they want someone proactive and responsible.
“Collaborate”, “partner”, “cross-functional”: These words mean they are prioritising an applicant with good communication and teamwork skills.
“Scale”, “optimise”, “streamline”: These words tell you that the company care about growth, efficiency, or expansion.
“Detail-oriented”, “organised”, “deadline-driven”: They want someone with good time management skills.
This is a little secret. Job descriptions are like wish lists. If you meet around 70% of the requirements, and especially if you have the must-haves, you should still apply. Many employers know that the perfect candidate rarely exists.
Focus on what you do bring to the table. If you don’t have direct experience with a tool but have used something similar, say that. Even though you are missing a preferred qualification, but can prove you're a fast learner, it counts too.
If you’re unsure about your alignment with the job vacancy, remember that our CV Matcher can help.
You can discover what skills employers are looking for with it. Just upload your resume and the job description, and it’ll show you how well your skills compare. It will also suggest ways to improve your chances.
You don’t need to rewrite your entire resume every time. What you need to do is to tweak it to match the language and priorities of the role.
How do you do this?
Use the keywords from the job description. If they say “project management experience,” use that exact phrase, especially in your bullet points. Applicant Tracking Systems (ATS) scan for these matches, so it’s not just about impressing a human. You also have to get past the algorithm.
Also, reorder your bullet points. Put the most relevant experience and skills first. If the job emphasises leadership, don’t bury your management experience halfway down the page.
And in your cover letter, connect the dots for them. Highlight some core priorities from the job post that capture how you’ve delivered results in similar situations. Let your CV show that you have what they need and if they don’t hire you, they will be missing out.
One common mistake is reading job descriptions too literally. Not every bullet point is a requirement, and you don’t need to fit the role perfectly to be considered. Too many great candidates disqualify themselves before they even apply.
Another mistake is ignoring the tone of the job description. If the job post is highly professional and structured, keep your language formal and focused.
Use MyJobMag CV Matcher
Check the job title for hints about the responsibility level.
Read the summary carefully. It often reveals the bigger picture.
Focus on the top three responsibilities. That’s the core of the role.
Separate must-have skills from nice-to-haves.
Identify the hard skills you can match directly.
Look for soft skills and show how you demonstrate them.
Capture the language of the job vacancy in your resume and cover letter.
You cannot decode a job description immediately. It’s a habit you cultivate over time to be a smart job seeker. The more practice you do, the better you will become. So, when next you read a job ad, don’t rush to apply. Ask what is the job ad really saying? What do they truly need? And how can I show them that’s me? That way you will be 10 steps ahead of other job seekers.
Good luck with your next application.
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