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.
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?
Four to six real ones. Research on posting performance is consistent that long requirement lists reduce qualified applications, and they reduce them most among candidates who are careful about applying only where they fit.
Should the posting include salary?
Yes where you can. It is legally required in a growing number of places, and where it is not, omitting it costs you applications from people who will not spend an hour to discover the range does not 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.
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