You find a job posting that sounds like a genuine fit. The role matches your interests, the company seems solid, and the location works. Then you read the qualifications section and see a list of 12 bullet points, half of which describe experience you do not have. You close the tab and keep scrolling. Sound familiar?
This pattern eliminates more qualified candidates than bad interviews do. The truth is that most job descriptions are wish lists, not checklists. Employers write them to describe an ideal candidate, knowing full well that the person they hire will match some requirements and grow into others. Understanding the difference between what is truly required and what is preferred changes how you approach every posting you read.
At Innovative Placements of WNY, we have been helping people with disabilities find meaningful employment in Western New York since 2001. A significant part of our job coaching involves teaching candidates how to decode postings so they apply with confidence instead of self-selecting out of opportunities they could land.
The Language That Signals “Required”
Required qualifications are non-negotiable. If a posting says “must have,” “required,” or “minimum,” the employer means it. These typically fall into a few categories:
- Legal or regulatory requirements. A nursing position that requires a current RN license, a CDL for a driving job, or a security clearance for government work. These are not flexible because they are mandated by law or regulation, not by employer preference.
- Minimum education thresholds. “High school diploma or equivalent required” means exactly that. However, “Bachelor’s degree required” is sometimes negotiable if you have equivalent work experience—more on that below.
- Core technical skills. If the job is operating specific machinery, using specific software daily, or speaking a specific language for a bilingual role, the employer needs someone who can perform those tasks from day one.
When a posting separates qualifications into two sections—“Required” and “Preferred” or “Nice to Have”—the employer has already done the sorting for you. Take them at their word: meet the required list, and treat the preferred list as bonus points rather than barriers.
The Language That Signals “Preferred”
Preferred qualifications are where most unnecessary self-elimination happens. These are the items employers would like to see but do not consider dealbreakers. Watch for these phrases:
- “Preferred,” “desired,” “a plus” — These words explicitly signal flexibility. “Experience with Salesforce preferred” means they will train the right person if they do not already know the tool.
- “X+ years of experience” — Years-of-experience requirements are among the most commonly overstated items in job postings. A listing asking for “5+ years” may hire someone with 3 solid years if their skills are strong and their references confirm competence.
- Long lists of software or tools — When a posting lists eight different platforms, the employer knows no single person will be expert in all of them. They are describing the team’s full toolset, not one person’s expected proficiency.
- “Familiarity with” or “exposure to” — These phrases intentionally set a low bar. The employer wants someone who has encountered the concept, not someone who could teach a course on it.
Research consistently shows that men tend to apply for jobs when they meet roughly 60% of the listed qualifications, while women and candidates from underrepresented groups often wait until they match nearly 100%. The qualifications you do not meet are rarely the reason you would not get the job—not applying is.
When “Required” Is Actually Flexible
Even qualifications marked as required sometimes have more give than the posting suggests. A few common scenarios:
- “Bachelor’s degree required” with an experience exception. Many employers accept “or equivalent experience” even when the posting does not explicitly say so. If you have 8 years of hands-on experience in the field and no degree, it is worth applying and addressing the gap directly in your cover letter.
- Industry-specific experience. “3 years in healthcare” might accept 3 years in a related field (social services, nonprofits serving medical populations) if the transferable skills are obvious.
- Certifications with study-in-progress. “PMP certification required” may accept candidates who are currently pursuing the certification and can provide a projected completion date.
The key is transparency. If you are close but not exact on a required item, apply and explain. Do not fabricate credentials or hope they will not notice. A candid cover letter that says “I do not hold X certification yet, but I am enrolled and expect to complete it by [date]” demonstrates honesty and initiative. Silence on the gap looks like oversight.
Accommodation Language and What It Tells You
For job seekers with disabilities, a posting’s language about accommodations can signal how inclusive the employer actually is. Look for:
- Equal Opportunity Employer (EOE) statement — Legally required for many employers, but the ones who go beyond the minimum boilerplate (“We welcome applicants of all abilities and provide reasonable accommodations throughout the hiring process”) tend to mean it in practice.
- Physical requirements listed clearly — A posting that specifies “must be able to lift 50 lbs regularly” is giving you useful information. If a reasonable accommodation could address that requirement, you can raise it during the process. If it cannot, the posting saved you time.
- Application accessibility — Does the posting include a way to request accommodations for the application itself (alternative formats, extended time for assessments)? Employers who build that into the posting are more likely to follow through during onboarding.
If you are working with ACCES-VR or with Innovative Placements, your job coach can help you evaluate whether a specific requirement is likely flexible and how to frame an accommodation request constructively.
A job description is a starting point for conversation, not a final exam. If you meet the core requirements and can speak to how you would grow into the preferred ones, you are a legitimate candidate. Apply, and let the interview determine fit—not a bullet-point checklist you scored yourself on at midnight.
A Practical Approach to Every Posting
Before you decide whether to apply, try this quick assessment:
- Separate required from preferred. If the posting does not label them clearly, look at the language. “Must,” “required,” and “minimum” go in one column. Everything else goes in the other.
- Check the required column honestly. Do you meet all of them? Most of them? If you are missing a legal requirement (license, clearance), that is a genuine barrier. If you are missing a year or two of stated experience, that is often negotiable.
- Count the preferred items you match. If you meet 3 out of 6, you are competitive. If you meet 1 out of 6, you might still apply if that one item is central to the role and your required qualifications are strong.
- Write the cover letter before deciding. Sometimes the act of articulating why you are a fit, despite the gaps, clarifies whether the application is worth sending. If you can make a genuine case, send it. If you are reaching for reasons, save the energy for a better-matched posting.
When you are ready to put that cover letter together, our guide on cover letters that employers actually read walks through structure and tone. And if you need a second opinion before hitting submit, that is exactly what job coaching is for.
Innovative Placements of WNY offers job placement, job coaching, résumé help, interview preparation, and accommodation planning at no cost to eligible job seekers. We collaborate with ACCES-VR and other agencies and focus every day on inclusive hiring and disability employment in Western New York.
Call us at (716) 566-0251 or email andreatodaro@ipswny.com to connect with our team. Visit innovativeplacementswny.com to learn more about our services.