If they don't define the terms they use.....?
But that may be deliberate.
If you don't, for example, know what FMCG stands for, don't bother applying for anything in the retail trade.
The usual starting point for many candidates is to screen opportunities for salary then try and fit themselves to whatever jobs are still in the list.
It sometimes requires either a lower salary expectation or a more patience waiting for just the right job opportunity.
But you seem to think this is the job for you. You may be wrong but you need an interview to find out.
While the sort of work you describe has relevance to any operation, how relevant is it to what they want?
In an OEM operation they would expect the skills necessary to reduce component costs, labour rates, lead times and wastage etc. while still hitting a product specification target.
Does your work match that?
Or do you think the experience you have doing what you do demonstrates the right approach and that it is
transferable.
In the end most job specifications are a wish list.
"We'd like a genius with experience doing exactly the job we want done, prepared to work an 80-100 hr week for minimum wage or less." (but with a touch more realism built in).
And most usually it is a description of what the current incumbent does (but rarely what he was hired for, more usually a description of the job he/she ended up doing because they no more matched the original job description than a man from Mars).
If you don't have the exact skills required or job history, and its a job you want and think you can do, you need to think about what it will take to get them to look at you.
This possibly means showing you are adaptable, a quick learner and a hard worker and a success at whatever you try and that you have "transferable skills". That is, the skills you have may not fit but they have enough similarities that they will believe you can do what they want just as easily as you do what you do all the rest of what you put in your application. Persuade them of the similarities not the differences.
So you may want to put in the expected answers and include a qualifying statement.
The computer/HR idiot may screen based on the yes/no answers but won't screen the qualifying statements anywhere near as closely.
The worst you can do is waste their time (i.e. HR's time).
If you take a look at some of the jobs recruitment agencies send you to, you'll think they haven't read your CV/Resume at all. It's as if Google were picking candidates - "engineer", well he's an engineer, he'll do. They just want to show they can send lots of candidates for thee client to choose from.
The objective is to get to the next stage - the interview.
Getting there may justify some artistic license, but it is the interview that counts and not being caught in any provable falsehoods.
JMW
