Most job posts are written to get applicants. That is the wrong goal. A hundred applicants who are wrong for the seat cost you a week of screening and a leader's patience. The right goal is fewer applicants who already know what they are walking into.
Say the hard part first
If the role is performance based, say so in the second sentence. If the hours are early, say the hours. If the first two weeks are training you have to pass, say that. Every hard truth you put in the post is a screening question you do not have to ask on the phone, and a surprise the hire does not get on day four.
Describe a day, not a personality
Self-starter, team player, hungry. Everyone thinks they are all three. Describe a shift instead. Where they stand, who they talk to, what a good afternoon looks like, what the debrief after it sounds like. The people who read that and feel something are the ones you want on the phone.
Make the first step a small test
Ask for one thing that takes effort. A short answer to one question, a specific subject line, a two-minute video. Not to be clever. Because the people who will not do a small thing to get the job will not do the small things inside it either.
Then let the pipeline do the rest
A good post feeds a pipeline that answers fast, books the call the same day, and reminds people before it. The post filters for fit. The speed filters for interest. By the time a candidate is on a call with a human, both questions are mostly answered.
The post is the first interview. If it is not turning people away, it is not doing its job.