How to Write a Job Posting That Filters In the Right Candidates
By Employer Resources, Resume and Interview Tips

If you’re an OPE employer, you’ve likely experienced the frustration of unqualified applications flooding your inbox. While having a high volume of applicants might seem like a good problem to have, it can waste valuable time sifting through resumes that don’t meet your needs.

The solution? Crafting a well-structured job posting that attracts the right candidates and deters those who aren’t a fit. Here’s how to do it.

1. Start with a Clear and Specific Job Title

Your job title is the first thing candidates see, so make it count. A vague title like “Technician Needed” can attract anyone and everyone, while a specific title helps target the right audience.

Good Example:
“Certified Small Engine Technician – Competitive Pay & Benefits”

Why It Works: It’s specific, includes a key qualification, and highlights an appealing benefit.

Bad Example:
“Help Wanted – Technician”

Why It Fails: It’s too broad and doesn’t provide enough information to attract qualified candidates.

2. Outline Responsibilities and Requirements Clearly

A common mistake is either overloading the job description with unnecessary details or being too vague. Strike a balance by listing only the most important responsibilities and qualifications.

What You Can Do:

  • Use bullet points for clarity and readability.
  • Separate “must-have” qualifications from “nice-to-haves.”
  • Be realistic—don’t ask for 10 years of experience if the role only requires 2-3.

Good Example:
Responsibilities:

  • Diagnose and repair small engine equipment, including lawnmowers and chainsaws.
  • Perform routine maintenance and inspections.
  • Maintain accurate repair records.

Requirements:

  • Certification in small engine repair (Briggs & Stratton, Kohler, etc.).
  • Minimum 2 years of experience in a similar role.
  • Strong problem-solving skills and attention to detail.

Bad Example:
Responsibilities:

  • Fix stuff.
  • Help customers.

Requirements:

  • Must be a team player.
  • Experience preferred.

Why It Fails: The vague language doesn’t communicate the scope of the job or the qualifications needed, which invites unqualified candidates to apply.

3. Include Compensation and Benefits

One of the quickest ways to weed out unqualified or uninterested applicants is to be upfront about what you’re offering. If you don’t include this information, you risk wasting time on candidates who expect something different.

What You Can Do:

  • List the salary range or hourly pay.
  • Highlight benefits like health insurance, training opportunities, or paid time off.
  • Mention perks that set your company apart, like flexible schedules or growth potential.

Good Example:
Compensation: $20-$25/hour, based on experience. Includes health insurance, paid time off, and opportunities for certification training.

Bad Example:
“Pay based on experience. Benefits available.”

Why It Fails: It’s vague and doesn’t give candidates enough information to decide if the role aligns with their expectations.

4. Add a Pre-Screening Step

To further filter out unqualified candidates, include a pre-screening step in your application process. This could be as simple as asking a few key questions upfront.

What You Can Do:

  • Ask about certifications, years of experience, or specific skills.
  • Use an online form that automatically filters out candidates who don’t meet your criteria.
  • Make it clear that incomplete applications won’t be considered.

Example Questions:

  • Do you have a certification in small engine repair? (Yes/No)
  • How many years of experience do you have repairing outdoor power equipment?
  • Are you willing to work weekends if needed? (Yes/No)

5. Format for Easy Reading

A poorly formatted job post can deter qualified candidates and attract unqualified ones. Make your job ad easy to scan by using headers, bullet points, and concise sentences.

What You Can Do:

  • Use bold headers to organize sections (e.g., Responsibilities, Requirements, Benefits).
  • Keep paragraphs short—no more than 2-3 sentences.
  • Avoid jargon or overly technical language unless it’s necessary for the role.

6. Post on the Right Platforms

Even the best job post won’t work if it’s not reaching the right audience. Use industry-specific platforms like OPEjobs.com to connect with skilled technicians who are actively looking for roles in the OPE industry.

Final Thoughts

A great job posting does more than just attract applicants—it attracts the right applicants. By writing clear, specific, and well-formatted job ads, you can reduce unqualified interest and save time in your hiring process.

Ready to find your next skilled technician? Post your job on OPEjobs.com today and reach the candidates you’ve been looking for!