How to write requirements that filter candidates better

When you write requirements for a job on Get on Board, your wording directly affects who decides to apply. Clear, structured requirements improve self-selection before you even start reviewing candidates.

1) Separate must-haves from nice-to-haves

• Must-haves: non-negotiable conditions to move forward.
• Nice-to-haves: strengths that improve fit but are not mandatory.

If every line looks mandatory, you can discourage strong candidates and still attract off-target applications.

2) Write concrete requirements

Use observable criteria instead of vague phrases.

1. Vague: “Strong backend experience.”
2. Better: “2+ years building APIs in Ruby on Rails in production.”
3. Vague: “Good English.”
4. Better: “Can run technical meetings in English.”

3) Align requirement text with seniority

Use responsibilities and scope that match the selected seniority level. If your wording and seniority do not match, candidates will interpret the role differently.

4) Pair requirement text with filtering tools

1. Turn must-haves into required screening questions.
2. Keep question count focused so candidates do not abandon the flow.
3. Use ATS filters and smart filters to prioritize review after applications arrive.

5) Iterate from real discard patterns

If you keep discarding candidates for the same reason, rewrite that requirement so it is clearer and more specific in the job post.

Related articles

• How to write a clear job posting (description + screening questions)
• How to describe functions and responsibilities in a job posting
• How to create and add screening questions to your job
• What are smart candidate filters and how do I use them?
• Seniorities policy
• Why do many candidates apply without meeting 100% of requirements?
• How to reduce applications that do not meet mandatory requirements