People & HRSomeone applying and interviewing

When I read a job advertisement, I want to know what the work actually is, so I do not accept a role quite unlike the one I applied for.

Khi tôi đọc một tin tuyển dụng, tôi muốn biết công việc thật sự là gì, để không nhận một vị trí khác hẳn thứ mình đã ứng tuyển.

Job context

Job descriptions are written vaguely
High
One text reused across different roles.
Root cause: Descriptions are written to attract applications rather than to describe
No idea why the role is vacant
High
Why the last person left is never said.
Root cause: Why the last person left is usually unfavourable to the employer
The actual salary for the role is unknown
High
So it is impossible to judge whether applying is worth it.
Root cause: Withholding pay improves the employer's negotiating position
Asking closely invites judgement
Medium
Candidates are expected to be enthusiastic.
Root cause: The candidate is the asking party, so the norm favours eagerness
The interviewer cannot describe it clearly either
Medium
Because they do not do the work.
Root cause: The recruiter is usually not whoever will work alongside

A solution is not the same thing as a product, a customer can hire a behaviour or a workaround too.

Read employer reviews online
Product
The only counter-source, weighted toward those who left unhappy.
Ask someone working there
Behaviour
The most accurate source, dependent on knowing anyone.
Ask to speak with someone on the team
Behaviour
The most effective step, and few candidates know they may ask.
Ask directly why the role is open
Behaviour
The most valuable question, rarely answered fully.
Take the job and see
Workaround
What most people do, at the cost of several months of a working life.

Whoever describes the job is the employer, and the description is written to attract applications rather than to state the work, and those two goals oppose each other.
Why existing solutions fail: The only person who could describe it accurately is whoever does the work, and they are not asked to write the advertisement, so the most accurate account of a role sits with someone absent from the process.
Potential opportunity: Having whoever does the work write the day-to-day section, kept apart from the pitch.
Withholding pay improves the employer's negotiating position, so the cost, thousands of candidate hours spent on roles they would never accept, falls entirely on the other side.
Why existing solutions fail: The first company to publish pay loses its negotiating advantage while others keep theirs, so nobody goes first, a shape only a common rule can undo.
Potential opportunity: Publishing pay ranges as a market-wide norm, so nobody is penalised for going first alone.