Writing a job description that filters instead of attracts

Most job descriptions are written to attract the widest possible pool. That produces volume, not fit - and volume is expensive to screen.

Lead with the hard filters

Location, shift, travel, mandatory certification and compensation band should appear early. Candidates who cannot meet them will self-select out, which saves everyone time.

Describe outcomes, not activities

“Own the collections cycle for the eastern region and bring DSO under 45 days” tells a candidate more than a list of ten responsibilities ever will.

Be specific about the team

Who does this role report to, how many people are in the team, and what does the first ninety days look like? Candidates evaluating multiple offers use exactly this detail to decide.