COMPANY’S JOB SPECIFICATION
When you know what you want to do and you wrote your CV and create website/ account on LinkedIn / portfolio then it is the right time to look for a job.
One of the most important is to clear understanding of Job specification. It is very important because you need to understand your role, so during the process, you can show your skills that match required criteria. The bad news is that many Job specification is very blurry or they are ‘censored’ by recruiters.
If you have any doubt ask few questions to clarify job specification before your apply. Internal recruiters are usually happy to answer but with others recruiters
This is my selection of question, which I usually ask :
- What has required a certain level of experience for these skills? It is good to know what skills are essential, optional or nice to have.
- What is proper job title and what is about? The title is not important, but it can give you more-less clue about the role. It is a bit tricky as for example I looked for Junior Java Developer role and for me there are differences between software developer, engineer and architect, while for many people is blurry or synonym.
- How looks recruitment process? How many stages? What types (phone interview?test? etc. ? ) It is important to ask as it will help you prepare correctly to interview and avoid after-interview depression and crying to friends “I didn’t expect that it will be tested on interview”.
- Is for Graduate/Junior/Medium/Senior Role? It is a very important question to ask, but you must know your skills first. How to determine 0-1 Graduate, 1-4 Junior 5-9 Mid, 10+ senior. Many recruiters said ” If you see Senior role but recruiter said, that you should apply. In all cases, recruiters lie.
- Do they have specific certification, education and any other requirements before I am even considered? It is good to know or you will waste your time.
- How looks specific responsibilities expected of my role?
- I would like to know more details to evaluate its role is interesting for me or not.
- How flexible is this role (can I do various position over time) and how the role could develop?
- What methodology are they using?
- Everybody said these days that they are … AGILE, but … what they mean by that can be completely different things, so if you see agile, then ask for details (especially recruiters).
- How big team is?
- Is it work in a team, alone, mixed?
- What about the company itself?
- How big it is?
- How looks company culture and working style? It is important to question if you care about work.
- Is work is only at company’s premises? Is it required travelling?
- It depends on your preferences but some people like me do not like work in various premises.
- Might they even be able to work from home when possible?
- What personality they look for?
- It depends on your preferences but working with right people and have compatibility with them is usually a most important aspect of work.
- When they expect a successful candidate start to work?
- If a company looks for somebody NOW and don’t want wait 1 month, then usually indicate poor management, HR or job itself. I, by default, ignore all jobs.
Companies usually respond very well and provide all necessary information. Answers from recruiters vary. Some of them give you what you want but don’t be surprised if the answer has no f…ing clue what they talking about. If this happens, then ask again or give up. Believe me, you will save a lot of time.
For example :
What methodology are they using? – Agile
Problem is that everybody is Agile except everybody defines Agile … in a different way as …
How big team is? – Very big, but I don’t know numbers.
In fact, it was only 10 people …
- Clarify job spec to ensure that you apply what you are looking for.
- If you apply through recruiters who don’t give you enough information about the role or don’t bother to find details. Simply reject role and if you gave permission to be represented then cancelled it. You will save you a lot of time and help you focus on better roles.