Start with the outcome
Open with what the person will accomplish rather than a list of duties. Candidates self-select more accurately when they can see the purpose of the role.
Separate requirements from preferences
Long requirement lists suppress applications from qualified candidates. Keep must-haves short and label the rest as preferred.
Be specific about logistics and pay
State the work arrangement, location expectations, schedule, and compensation range where possible. Transparency reduces drop-off late in the process.
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