Buyers’ remorse, what does that mean and why do I think I have it? As we are rolling past 30 days within the new year, it’s normal to start taking inventory of your daily tasks and going back to the position description. If your expectations of the role don’t match the promise you were expecting, don’t be discouraged. You weren’t catfished; you are just a product of corporate America-speak.

Most companies recognize the mundane tasks that its workers endure but struggle to find the terminology to keep it 100% with enough flare to get you in the door. What can we honestly expect from these companies? If it says exactly what you’d be doing, the role would probably be open indefinitely.

Decoding Job Position Descriptions

As a hiring manager, I understand the Catch-22 of creating the requisition that is public facing to draw in strong talent while trying to realistically mirror the actual duties. I have learned there are common phrases that are used in public-facing requisitions that can be translated to get a more accurate picture. Here are four honest translations you can take to the bank:

1. “Responsible for operating in a team environment.”

This is simply saying that to get movement to implement a new process, the group must agree and will need to work together to show this new process is right for the group and the company. On one hand, it shows you won’t be fighting the good fight alone, but it does highlight that there might be a small fight ahead of you!

2. “Must possess strong leadership abilities, excellent communication skills, and effective problem-solving capabilities.”

This means that there are people that you will be working with that have been with the company for a long time. They need the new person coming in to have enough experience to go toe-to-toe with these folks and the craftsmanship to show them that your bright new idea is worth listening to. There is always someone in the job that will say “that’s not how we do it here….” It is your new role to help them see there are other avenues they can take.

3. “Acts as the key point of contact for senior leadership.”

This requirement is letting you know that a liaison is needed to help advocate for both sides of the house. This doesn’t need to be a red flag, but it is telling you that the position [where communication in the middle is vacant] will take a strong personality to be effective for both sides of the aisle.

4. “Responsible for employee development, performance management, and employee engagement activities.”

The manager of this team has left, and you’ll be walking into a role where employees are needing guidance. It’s never easy to come into an organization as a new member and jump right in as a manager. Questions to ask yourself and to ask in the interview: Are people on the team being considered for this management role? You and I both know someone is going to be putting in for it and if you get selected, it means they did not. What challenges will you be facing with that fact in mind? Be prepared. It’s doable, you just must manage that expectation, day one. Also, why is the company not willing to promote within? There are many legitimate reasons as to why they are not, but I would ask.

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NJ has over 10 years inside the DoD working for various organizations and cleared defense contractors. With an ear to the ground on all things OPSEC, cyber, machine learning & mental health, she is an untapped keg of open source information.