The Ol’ Switcheroo: What To Do When the Job Description Is Wrong

We've all experienced it at least once in our professional lives. You respond to a job announcement, excited about the possibilities. Then you get the interview (yay!). But a confusing situation unfolds while you're in the hot seat--the job you applied to has changed.

This week, I spoke to a friend who recently experienced this very thing. She joined the call, ready to wow the interview panel with success stories of skillful leadership and strategic planning. But the panel pulled the ol’ switcheroo. The interview revealed that the job description wasn't totally accurate.

Intentional or not, a lot of interviewers do this. They write a job description based on what they think they want in the moment and then change their minds. They Google “Outreach Program Manager job description” and copy whatever the algorithm spins up. They outsource the job description to someone who doesn't understand the work. I see it all the time.

So, what do you do? You might feel blindsided, lied to, or even sad at the loss of a once-promising opportunity. But fret not. If you want to, you can still turn things around.

Here are 3 things I'd have told my friend to do right away to keep the process moving forward.

Think quick.

My favorite thing about job interviews (besides talking shop) is that nobody knows me, like me. The same is true for you. Most likely, the curveball will be relevant to the level and type of job. That means that most likely, you've had some exposure to it. Let your mind do double-duty for a moment and ask yourself: What experience do I have with this? Think through your experience to find a relevant example. Then say something like, “While I didn't see that in the posted job description, I'm glad you brought it up because…”

If you don't have experience with the added responsibility, say so. It's a lot easier to be honest about what you don't know when you're crystal clear on how well you know what you do know. My script for this scenario would be similar: “I didn't see that particular piece on the job description, and while I have limited experience in that area, my track record with [relevant success story 1] and [relevant success story 2] tells me that I can quickly ramp up to excel in that area, as well.”

This way, you've shown them some good faith and more evidence that you're still the best person for the job.

Ask if the role has been up-leveled.

An interview is a conversation between professionals. That means you are always free to ask questions. You can ask if the role has been up-leveled or changed since the requisition went live. Likely, a new need has arisen. Instead of pulling the requisition, the manager wanted to find a candidate to meet the new need, as well.

Trying to lie or hide your concerns in an interview can make you seem stiff or look as if you're hiding something. So, just ask. During the conversation or at the end, say, “This was a great discussion, and I'm excited about the work and the team. I'm curious about a few differences between the posting and what we've discussed here. Have your needs shifted since you started the search, and if so, what do you see as the primary focus of this role now?”

Ask for an updated job description.

After you've taken the above steps and confirmed that the job has changed a little, ask for an updated description. In some organizations, changing the job too much can cause compliance issues. But you're here now, and if you do want to continue in the process, you still have options. At the end of the interview, thank them for their time, reiterate your interest, and ask if they'd be willing to send you an updated description. Sound harsh? Soften the blow by saying, “I'd like to prepare some examples of my relevant successes and would appreciate having it for reference if I'm asked back for a second interview.”

If you don't feel comfortable asking the panel, reach out to the recruiter handling the requisition. But let me say, sometimes it's best to do it yourself and show that you can handle the tough conversations, too. Use your best judgment!

Bonus Tip:

Feeling saucy? Ask the panel or recruiter if the pay range reflects the posted job or the updated version. Even if they say it reflects both, you now know how they value that extra responsibility. Maybe it's a throw-away to them. In that case, it shouldn't take all your attention away from the primary role anyway.

As with everything in life and in your job search, don't follow any advice when you feel you can't “stick the landing.” If you don't buy what you're saying, neither will they. In my job search coaching program, I give jobseekers the tools to job search with confidence. Message me to find out how I can help you!