Job descriptions (JDs), when used correctly, can provide you with great insights about a company or a role. They can clue you in on the responsibilities you would hold, reveal how your performance will be measured, and even help you evaluate your current skill sets.

Use platforms like LinkedIn or the company’s website to start your research. On LinkedIn, view the profiles of people who might be working in similar roles at the organization. Their work history, background, and qualifications (skills and expertise) can help you get a realistic sense of the role and evaluate your own skill level. For instance, if you feel the employees you find are far less experienced than you, it might mean the role is too junior for you — despite the title. Equally, you may notice that you need to upskill to strengthen your application.

On occasion, a JD might use words or phrases that sound confusing or vague. For example, the phrase “conflict management” could mean anything from “communicating clearly with customers” to “leading complex projects”  to “recovering from mistakes quickly.” Similarly, a “senior” job title may not always equate to a managerial or high-level role depending on the size and structure of the company. Make sure you gain clarity around any questions you have during the interview process.

Finally, keep in mind that — unfortunately — not all JDs provide an accurate representation of a role. Some may be outdated or pulled together perfunctorily. So, approach them with a critical mindset.

As soon as you can, determine if the salary of the role matches its market value. Websites like Glassdoor and Payscale, as they usually contain this information. You can also talk with friends and peers who work in similar fields or positions

If the salary isn’t disclosed in the job description, ask the Human Resources person facilitating the process about how compensation is determined. If you’re directly in touch with the hiring manager, bring it up during the first interview. You’ll need to walk a careful line — avoid coming off as money-hungry but also show that you take compensation seriously and consider it an important aspect to consider.

Thought questions you can ask include:

• Is compensation structured according to your previous income and experience?
• Does the company have internal salary bands or any external management consulting firm conducting research to determine fair pay?
• How are bonuses and benefits rolled out?

Bonuses, health insurance, childcare, pension contributions, parking, travel allowance, vacation, well-being policies, parental leave, work-from-home policies, flexible schedules, and so on — these are just as important to consider. Even if the pay is not competitive, robust and inclusive benefits can add to the overall remuneration and, importantly, signal how the company values and takes care of its employees.

Your decision around whether to accept or decline an offer should be driven by your interests, values, and future goals. Envision where you see yourself at least two years from now. Do you want to work for a legacy brand? Do you want access to training and development? Do you want to progress quickly? More money? More free time? More purpose? There are no right or wrong answers.

During the interview process, share your goals with the hiring manager. This is a good way to determine if the organization can deliver on your expectations. For instance, if you want to pursue higher education in the future, ask if there is a work-study policy. If promotions are your motivator, ask how people on the team have grown and progressed. If you’re looking to hone your technical skills and work with the best people in the business, enquire about mentoring opportunities or development programs. You can even ask the manager what they expect of the role two years from now. How do these expectations align (or not) with your goals?

This might seem like a challenging conversation. But being clear and transparent about your priorities will help you make the best decision. What is essential for you might be trivial to your future boss or even the company, and that’s fine. Assumptions stand on both sides, but unless spoken about, they can become roadblocks when starting a new job.

Most companies are going to check your references, and you should do the same for them. If joining a large organization or well-known brand, this information may be easier to gather. Websites, articles, press releases, and annual reports will uncover a lot. You can also dig a little deeper to learn about their reputation and integrity by messaging former employees on LinkedIn. If the business is a start-up or new venture, research the funding and investment to understand if the company is financially viable and has the potential to grow. When it comes to your potential boss, check out their LinkedIn profile, website, or other social media. platforms This will help you understand their educational background, skills, as well as their views and values.

At first glance, this may look like a lot of work. But the more you engage in the process, the more confident you will be in your decisions. The workplace is now transforming into a place where we bring our whole selves, not just our skills and expertise — and both employees and employers are driving that change. You deserve to find a role and a company that works for you just as much as you work for them.

Review in www.forbes.com