Am I alone in this scenario? I apply for a role, have an interview and it's completely different than the JD. I've perfected my pitch, aligned my experience with the role during the interview, what I can offer the company and I use one of my questions to ask if I can share anything else that would make me the right candidate.

13 Comments

1. AnonymousFebruary 5,2025 at 6:39PM UTC

   It's not commonplace so I'm not sure you can do anything more than ask to qualify the new job description and address those details.

2. AnonymousFebruary 5,2025 at 6:45PM UTC

   Oh wow. So you apply, are interviewed and during the interview you find it's completely different than the role you had applied for? I'm not even sure how to advise on that - that's putting you in such a bad position. And that's crappy on them. I mean, they saw your resume, your application for a specific role and then the switch it mid-interview. What was your response when you realized what was happening? I think in this scenario, if it's playing out like I am envisioning, I would have kindly interrupted at the point I realized what was going on with "pardon me, I applied for the role of X and that was what I believed I was interviewing for, have I misunderstood?"

3. AnonymousFebruary 5,2025 at 8:54PM UTC

   I addressed the change in the JD but they feel the role is still the same. The problem is that a small component of the role became the center requirement. What is highlighted in the JD is not what they are focusing on and there was a disconnect between HR and that team.

4. AnonymousFebruary 6,2025 at 2:52AM UTC

   In my experience, this happens for one of a few reasons: (1) an audit or some issue arose with this portion of the job that was due to assuming a lack of knowledge and/or experience on a small portion of the job wouldn't matter. (2) they have reason to believe or know something is coming and the spotlight will be on this portion of the job, even though in the big picture it is still a small portion.

   I have had the experience that one area was to be 10% of my job and my first 6 months it was 10% or less, but then I hit the 3 year cycle and it was 80% of my job for 6-8 months, then it went back to 10% or less for 24 plus months.

   My suggestion to you, is to prepare your application like you did as it obviously got you the interview. However, change your interview prep to include preparings as if each portion could be the focus. You will still have to shift mid interview, but you will be prepared.

5. GirlBossanova934974February 6,2025 at 2:00PM UTC

   This sort of thing has been going on for a number of years. Goes hand in hand with a gradual dumbing down of the workforce where neither the hiring manager nor HR can put together a few coherent sentences in a job description! Things to be on guard for? The longer the job description and the more flowery nonsense thrown into the JD, the higher the probability you are going to be ambushed in the interviewing process. THE SOLUTION? Be UP FRONT in the opening round with the hiring manager or designated minion......LOTS OF STUFF here, what are you guys really looking for? Second, spend less time rehearsing and more time learning how to think on your feet. Think of it as an opportunity to dazzle them with something they never thought of. And boy, that isn't too hard these days......

6. AnonymousFebruary 6,2025 at 2:22PM UTC

   If I understand your dilemma correctly, the best thing to do is ask pointed questions about specific bullet points in the JD early in the interview. Pick the ones that are most important to you, as those are the ones that will let you know whether or not you need to express your regrets and terminate the interview.

   You can start by asking what percentage of your time is spent doing [JD item]. Then, if you create content for a website, ask questions about what software version they use. If it is a job in sales, ask about what sales methodology they use when presenting products to potential clients. If the interviewer goes off on a tangent because the question does not apply to the job, simply state, "I'm sorry, but I was under the impression that this job was ['JD item']. If it is not, please clarify the job description." Depending on their response, you can decide whether to stay or leave.

   Your time is as precious as theirs. If the clarified JD appeals to you, continue with the interview. Otherwise, thank them for their time and withdraw.

7. AnonymousFebruary 6,2025 at 2:33PM UTC

   I can relate. I saw that many times in interviewing for state jobs; I had experience in every requirement except for one, and then in the interview the "one" thing became the most important component. I was recently hired for one of these jobs and the "one" thing is the focus. I'm feeling a bit lost, and there is a steep learning curve. I think the role will eventually involve the other responsibilities that I'm more skilled at. I think the JD's cover a broad spectrum of what the job might entail, which is understandable, but it would be nice if they added a more detailed breakdown of what you really would be doing in the role. I guess they think they are covering that in the interview, but I have also felt very caught off guard by this approach.

8. AnonymousFebruary 6,2025 at 5:55PM UTC

   Often when companies write a job description its a bit like bait on a hook to see what is out in the market. The way to avoid these types of mid interview shifts is to ask this question before engaging in any interview. Why is the role open?

   If the response is the role is brand new ask why it was created? More business? Too much work for another team? Failure of someone and needing to create a new job for a fix?

   If the response is the role is a replacement. Find out why the person failed or left the company. Were they promoted internally? Did they quit for reasons about culture or other? Were they fired?

   If the role is an addition (meaning there are others in the same exact job) you should find out how they will split up the work so that there are no conflicts with others doing the exact same thing.

   Another question that may help is who wrote the job description? Often it is the hiring manager but sometimes it is HR/the person leaving/Talent team. If it is not the hiring manager there may be misalignment with things as you describe.

   These questions in whatever tone you ask them will eliminate the situation you describe. Best is if you can ask these of the hiring manager if the are the final decision maker. If the hiring decision is made by committee definitely find out who has ultimate say.

   Good luck.

9. AnonymousFebruary 7,2025 at 2:13PM UTC

   You’re definitely not alone in this. Many professionals, including myself, have encountered situations where the job description (JD) doesn’t align with the interview or actual responsibilities. Sometimes, roles evolve after posting, internal employees absorb certain duties, or companies reuse outdated descriptions without proper review.

   It sounds like you’re doing everything right, perfecting your pitch, aligning your experience, and proactively engaging in the interview. If you’re consistently facing this issue, it may be a sign that some companies don’t have a clear hiring process or that they’re testing candidates to see who asks the right questions.

   Here’s what you can do:

   1. Keep seeking clarity. If the role seems different in the interview, ask directly whether the responsibilities have shifted since the posting.
   2. Continue refining your adaptability. Your approach is strong, and by focusing on stories based on qualities you have (like leadership, communication, and problem-solving), you’re ensuring you remain a strong candidate regardless of minor job description changes.
   3. Watch for red flags. If this happens repeatedly with a company, it could indicate internal disorganization or unrealistic expectations. Consider whether this is a place where you’d thrive.

   You're not alone in this, and your strategy is solid. Keep advocating for yourself, and you’ll find the right fit with a company that values clarity and professionalism.

10. AnonymousFebruary 7,2025 at 4:18PM UTC

    Don't take it is a bait and switch .. you will be miserable In the end

11. AnonymousFebruary 7,2025 at 4:20PM UTC

    Stand strong an inquire about it why the position was switched to something else !

    If they offer you the job .. watch closely how they treat you and what's in it for you .
    If you are not happy ... leave you will be in the same situation you started .. if you want to stay.. don't regret it later for waisting your time.
    Trust your instincts

12. AnonymousFebruary 7,2025 at 8:42PM UTC

    OP, in these scenarios have you ever received an offer? This happened to me once or twice and I assumed it was that they wanted to promote internally or knew who they were going to select, as in a referral, and do not want to set the other candidates up to potentially become preferable.

13. Carolyn AinsworthMarch 6,2025 at 1:54PM UTC

    This happened to me except I learned on the 1st day of the job that even though I interviewed and was hired as a marketing specialist my job responsibilities would be ALL public relations. I was introducing myself in the elevator to someone on the marketing team as a new team member and was corrected by the woman who was “onboarding/training/supervising” me that I would be doing something completely different. I was shocked to say the least and this was a large labor and employment law firm so I really didn’t know what I could do. My husband was unemployed at the time so I just smiled and suffered there for two years.