Eric Sink’s ad for a software developer is a terrific example of an ad that screens out people who aren’t suitable for the position. Note the description of deep expertise in that SQL stuff, and the emphasis on knowing how to read code, not just write code. Sure Eric may receive a bunch of unsuitable resumes, but I bet he receives fewer than if he didn’t write the ad this way. And, he’ll be able to filter the resumes easily.
For those of you who’ve read my book, notice that Eric has started the job description of the main attractor: being a unique contributor in a technical organization that prizes technical contribution. If you start a job description with a main attractor — what will attract the most suitable candidates to your organization, you’ll receive more high quality resumes, and fewer unsuitable resumes. Hiring managers don’t have lots of time. Make sure you write ads to have candidates screen themselves out.