By definition, a position is a peculiar
characteristic of an employee that determines his functional responsibilities and areas of responsibility. If we consider the staffing as a whole, then this concept has a broader meaning.
How does the position differ from the profession
Getting an education, a student, as a rule, intends to continue working in his specialty. However, labor market conditions often change over 5 years of study. So many former students go to work not quite for those positions that they expected to occupy in the first year. But even in the case when a young specialist finds exactly the place in life that he has been striving for over 5 years, his position will not always correspond to the profession.
For example, while studying at an institute or other institution at the law faculty and having received a civil law specialist diploma , a graduate is unlikely to find an enterprise with a similar position in the staff list. Most likely, he will be appointed legal adviser (possibly a junior, due to lack of experience). The situation is similar in other areas.
And this happens due to the lack of synchronization between the list of possible professions that can be indicated in the diploma, and the positions entered in the staff list and indicated in the work book. In fact, this difference is not so fundamental. After all, if you follow the logic, both a civil law specialist and a legal adviser are one and the same. In simple terms, a profession is what a person has learned, and a position is what he actually does. The first fits into the diploma, the second into the work book.
Job mismatch
Unfortunately, situations are not uncommon when the staffing of an enterprise or organization does not allow the introduction of yet another unit, and the actual need for it exists. In this case, you can do it by seeking its introduction or by accepting an employee to another position. For example, in the regional representative office of a large company there is only one secretary unit (for the head). His deputy also needs a referee, and one employee does not cope with all duties. The head office categorically refuses to introduce an additional position of referent, motivating savings on wages.
Then the deputy (with the consent of the head) accepts the employee for the position of, for example, an IT specialist, but on condition that he will serve as secretary. It would seem that there is no difference, because the position is not the main thing. The employee is much more important than the level of payment,
work schedule and functions. But after working in this mode for a while, the referent may want to change jobs. In this situation, it will be quite difficult for him to prove experience in the field of office work. After all, the fact that he worked as a secretary is known only to him and his direct management. In the workbook, his position is an IT specialist. And they can simply refuse a good referent in a new position (after all, his leadership is not interested in the loss of an employee).
A few tips for job seekers
When settling in a new place of work or moving within the same organization, you need to be interested not only in the level of payment, the mode of work and working conditions (which, of course, is important). It does not hurt to clarify exactly what the new position is called and how it will be recorded in the work book in the future.