Many applicants submit their CVs and cover letters without first making sure the vacancy matches their expectations and skills. In doing so, they run the risk of being disappointed if they are not called back, or of embarking on a recruitment process with, at the end of the day, a position or company that is far from their ideal match.

In this article, we explain how to analyse a job advert and to find out whether the job is right for you.

The ultimate prerequisite: be perfectly clear about what you’re looking for

If, until now, you’ve submitted multiple job applications without taking the time to reflect on your needs, your strengths and aspirations, the following method will not be much use. Self-reflection is essential to be able to analyse a job advert effectively. To do this, we invite you to ask yourself the following questions:

• What are your values?
• What needs are essential for you to feel in an optimal position to work, focus and be satisfied?
• What are your personal and family constraints?
• What are your skills? Know-how and interpersonal skills
• What are your positive and negative experiences? For what reasons?
• What are your career aspirations today?

Bear in mind that the answers to these questions will help you assess your level of compatibility with the job vacancy being advertised.

Start by looking at the company recruiting for the job

You will find information about the hiring company in the job advertisement, except in cases where the company prefers to remain discreet for its own reasons. The information usually provided concern the business sector, the size, the recruitment context, the values, the company culture and place of work. They allow you to build up a picture of the organisation and get an idea of your level of compatibility with the company and its culture.

For example, a fast-growing start-up is usually looking for someone who is proactive, likes to take risks and experiment, and is flexible by nature. Someone who needs a well-defined framework and has a cautious temperament is unlikely to thrive in this type of company.

Note that in most cases, you’ll need to dig up this information yourself to form an accurate and fair opinion. Consult the company’s career page, its social networks and websites such as Glassdoor to find out what employees or former employees think. This is a good way of assessing the sincerity of the information supplied in the job advert.

If the identity of the company is not mentioned, you will need to obtain that information when they first contact you to discuss your application.

Are the terms and conditions of the job compatible with your constraints and expectations?

The terms and conditions of employment are decisive. In fact, it makes sense that someone looking for a full-time position to cover their essential expenses (rent, shopping, healthcare, etc.) should not waste time applying for a part-time position. In some cases, the part-time arrangement is temporary and the company plans to convert the position to full-time in the medium term. If your personal and financial situation allows, we advise you to go through with your analysis of the job on offer so as not to miss out on the opportunity.

Some people, such as carers, have family commitments that require them to leave work at 5 p.m. or to have flexible working hours. Unfortunately, this information is not always included in the job advertisement. In such a situation, and if the job and the company interest you, proceed with your application and bring up the subject during your first interview.

Tasks, responsibilities, targets... Take a closer look at the position to be filled

A comprehensive job advertisement should provide key information about the job’s tasks, responsibilities and targets. More specifically, you need to obtain answers to the following questions:

• What are the main tasks?
• Which people and departments will I be working with?
• What will my responsibilities be?
• What about targets?

Analysing this section is an important step in determining whether the job really is a fit with your aspirations and is compatible with your skills. To help you match your past experience with what is expected of you, we recommend that you note the verbs used to describe the tasks: ‘organise’, ‘support’, ‘analyse’, etc. These verbs are keywords that must appear on your CV and in the summary of your experience, in order to pass the first filters of the ATS (recruitment software).

What about salary and benefits?

For 67% of candidates, the salary is the main reason for applying for a job, and according to a recent survey, 46% of jobseekers do not respond to advertisements if this information is not provided. Whatever your views on this matter, if the salary range is indicated, we recommend you analyse it in relation to your level of expertise, your skills and the tasks and responsibilities described in the job advert.

Don’t hesitate to consult salary surveys and look at salaries offered elsewhere to find out how much you can negotiate. And, don’t focus solely on the salary, look at other elements too such as premiums, benefits in kind and bonuses, as they have an impact on overall remuneration. To take your analysis a step further, check out the company’s career site, where you might find a section on the remuneration package.

Assess your skills, but don’t expect to tick all the boxes

All job offers include a ‘profile sought’ section. This is where you’ll find information about experience, skills and personality. Some candidates do not apply for a vacancy if they do not possess all the required skills. If this applies to you, bear in mind that very few people meet all the criteria, and recruiters are well aware of this.

The important thing is to master the essential skills so you can be up and running. When it says, for example, ‘mastery of HubSpot required’ or ‘knowledge of tax law required’, consider these to be essential skills. Therefore, it is important to include them on your CV if you want to get past the ATS stage. On the other hand, the know-how and interpersonal skills that are ‘desirable’ or ‘would be an asset’ are not decisive.

As far as professional experience is concerned, a job offer specifying ‘2 to 3 years’ experience’ is open to juniors. So assume that the company will be flexible if you don’t have all the required skills.

To summarise, here are the steps to follow when analysing a job advertisement:

• Engage in self-reflection to identify your values, needs, skills, constraints and motivation;
• Decode the company description: what does it reveal about the corporate culture? What are the values? Is it compatible with your personality?
• Identify the terms and conditions of employment: permanent, fixed-term, part-time, teleworking, full-time, etc.
• Identify the main tasks and associated responsibilities, then compare them with your career path and wishes;
• Find out about the salary and benefits;
• Assess the skills required in relation to responsibilities, remuneration and your own skills.