The single biggest cause of a job posting getting weak applicants is a requirements list that is not honest. Ten 'must haves' where four are real filters out the careful people, who read the list and decide they are not qualified, and keeps the ones who apply to everything.
This writes the posting and then splits the requirements into what the role genuinely needs and what is a preference wearing a requirement's clothes. It also names what you have not told candidates yet, which is usually salary, location policy, or who they would report to.
How to use it well
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1
Describe the actual work: the systems, customers or problems this person will own in their first year.
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Put only true requirements in "What they genuinely need". The rest can be preferences.
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Read "Requirements, split honestly" and move anything preferred out of the required list before you post.
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Add what "What this posting is missing" names, usually pay, location policy or the reporting line.
Candidates can use the interview question generator on your posting, so the requirements you list are the ones they will prepare for.
Questions people ask
What makes a job description attract better candidates?
Specifics about the actual work. 'Own the control plane that schedules 400 robots across 12 sites' tells a good engineer whether they want this job. 'Work on exciting challenges in a fast-paced environment' tells them nothing and is in every other posting.
How many requirements should a job posting list?
Only the ones that are genuinely required. Every hard requirement is a filter: in the Harvard Business School and Accenture Hidden Workers report, 88% of employers agreed that qualified high-skills candidates are screened out because they do not match the exact criteria in the job description.
Should the posting include salary?
Yes where you can. Some places require it: California, for example, requires employers with 15 or more employees to include a pay scale in job postings. Where it is not required, a range still saves both sides an interview that was never going to work.
What happens after I post the job?
That is the problem a good posting creates: more applications to read. Career1 interviews every applicant by voice, scores them against the role, and gives you a ranked shortlist with the recording attached.
Where to go next
More free tools
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Each bullet rewritten, and why the original was weak.