The field labeled “Position Sought” is a standard feature on nearly every job application and resume submission form. Applicants often struggle with whether to provide a specific title, a general field, or a long-term career goal. Understanding how to handle this field is important because it directly impacts how a recruiter initially processes and categorizes an application. This article provides guidance on navigating this common application element.
Defining “Position Sought”
“Position Sought” refers to the precise job title or functional area the applicant is immediately targeting within the organization. This field is a quick reference point for the human resources department, helping them instantly understand the applicant’s primary intent. It serves as a label to categorize the application within a database or physical filing system, streamlining the initial screening process.
The response should be concise and reflect current employment goals, not a long-term aspiration or a summary of skills. For example, a suitable answer is “Financial Analyst” or “Associate Software Engineer.” This information allows hiring managers to match the applicant’s stated interest with open requisitions more efficiently.
Why Employers Ask This Question
Organizations utilize this field primarily for efficient internal filtering and management of applicant data. By explicitly asking for the desired role, the hiring team can quickly sort through applications, separating those for open roles from general submissions. This process is helpful when reviewing unsolicited resumes or general inquiries that arrive outside a specific job posting.
The stated position helps HR assess whether the applicant’s intent aligns with the company’s immediate hiring needs or future pipeline development. It ensures the application is routed to the correct departmental manager or hiring team for specialized review, minimizing administrative delays.
Strategies for Answering “Position Sought”
When Applying for a Specific Posted Job
When responding to an advertisement for an open role, use the exact job title listed in the advertisement. Copying the title ensures there is no ambiguity regarding which specific opening you are targeting. If the company uses an internal tracking code, such as a requisition number, include it with the title (e.g., “Senior Marketing Manager – Req #5879”).
Clarity and directness are important in this scenario, as the application will be screened against the advertised role’s specifications. Using the exact terminology allows automated Applicant Tracking Systems (ATS) to correctly associate your application with the corresponding job file, improving the chances of advancing to human review.
When Submitting a General Application or Inquiry
For general submissions, such as those made at a career fair or through an online portal, focus on a functional area or a concise list of suitable titles. Instead of vague statements, specify the area of interest, such as “Entry-Level Data Analyst” or “Digital Marketing Specialist.” Limiting the answer to two or three related titles demonstrates focus and self-awareness of your professional fit.
Avoid listing disparate job titles, as this suggests a lack of professional direction and makes it difficult for a recruiter to place you. Focusing on a specific domain allows the HR team to confidently forward your information to the appropriate department head for future consideration.
When Seeking an Internal Promotion or Transfer
Employees seeking an internal move should align their response with the specific target role or department they are pursuing. The answer should be the formal title of the position being sought, which may have been discussed during performance reviews or internal development planning. Using the official internal role name ensures the request is processed through the correct internal transfer protocol.
The response should reflect a clear understanding of the company’s internal hierarchy and the requirements of the desired position. Consulting with a manager or Human Resources to confirm the exact title is a prudent step before submitting the formal internal application.
Common Mistakes to Avoid
A common mistake is leaving the “Position Sought” field blank, which shows a lack of preparation and forces the recruiter to guess the applicant’s intent. Writing “Any job” or “Whatever is available” is also detrimental, signaling a lack of professional focus or a failure to tailor the application. Recruiters prefer candidates who have a clear sense of their professional identity.
Listing unrealistic titles, such as “CEO” or “Company President,” reveals a disconnect between the applicant’s experience and expectations. The field is intended to identify an immediate, suitable role, not a long-term aspirational title. Furthermore, using overly generic terms that do not match the applicant’s skill level can lead to miscategorization. For instance, a highly experienced engineer should avoid listing “Entry-Level Technician,” as this undermines their professional seniority and potential compensation level.
Related Terms Clarified
The field “Position Sought” is distinct from several other common application requests. Confusing these terms can lead to application errors.
Desired Salary
“Desired Salary” is a financial expectation related to compensation, whereas the position sought is the title of the role itself. These two pieces of information serve entirely different functions in the hiring process.
Career Objective
“Position Sought” is not synonymous with a “Career Objective.” A career objective is a broad, long-term statement about professional growth, while the position sought is an immediate, specific job target.
Job Reference Number
The “Job Reference Number,” or requisition number, is an administrative code used for tracking, not a description of the role. It is an identifier that facilitates the application process but does not replace stating the role you are applying for.