Search your job title on a few job aggregator sites or on the job pages of a few companies in your field; how closely does your day to day get represented in an intelligible and understandable way from the postings you find?
The Job Search process is fraught with a lack of clarity for both sides; businesses "fluff" their positions just as much as candidates "fluff" their CVs because the wrong wording, incorrect wording, misleading wording, or wording that sounds less appealing than what other businesses use makes you less competitive in the eyes of potential candidates.
Talent Acquisition teams can only go so far; I work with a great TA team who meets with us frequently to discuss our needs and to ask for help interpreting questions/comments from potential candidates and how to best represent our needs to some of the challenging (but good!) questions potential candidates have. I am well aware that I am quite lucky in this regard as many TA teams do not work closely with the teams they're finding candidates for.
I wouldn't fault a candidate for explaining their understanding of the position but asking for a more clear picture of common activities they might do during a week, or about team/reporting structure, advancement prospects, etc. That's different than if they come to a position and balk when being asked about their experience with elements directly on the posting or normal/expected for the given position.
The Job Search process is fraught with a lack of clarity for both sides; businesses "fluff" their positions just as much as candidates "fluff" their CVs because the wrong wording, incorrect wording, misleading wording, or wording that sounds less appealing than what other businesses use makes you less competitive in the eyes of potential candidates.
Talent Acquisition teams can only go so far; I work with a great TA team who meets with us frequently to discuss our needs and to ask for help interpreting questions/comments from potential candidates and how to best represent our needs to some of the challenging (but good!) questions potential candidates have. I am well aware that I am quite lucky in this regard as many TA teams do not work closely with the teams they're finding candidates for.
I wouldn't fault a candidate for explaining their understanding of the position but asking for a more clear picture of common activities they might do during a week, or about team/reporting structure, advancement prospects, etc. That's different than if they come to a position and balk when being asked about their experience with elements directly on the posting or normal/expected for the given position.