The single commonest defect in a job advertisement is that it describes the employer at length and the job barely at all.
Pay, hours, location — in the first screen
A range is fine. "Competitive" is not a range; it is a word that tells a candidate you would rather they applied without knowing, and the good ones read it exactly that way. State the hours, whether they are fixed or shifting, and where the work physically happens — including honestly whether "hybrid" means two days or four.
Everything you omit here you will instead answer forty times in messages, and you will still lose the candidates who never wrote.
Separate what is required from what you would like
A list of fifteen requirements is read as fifteen requirements. It deters exactly the people who could do the job and would have grown into it, while deterring nobody who applies to everything. Three or four real requirements, then a short "useful but not essential" list.
Say what the first month looks like
Two or three sentences on what the person will actually do in their first weeks does more than a paragraph about company values. It is also the part a candidate can match themselves against, which means better applications and less screening.
Write the title as a search, not as an internal role name
Nobody types "Operations Associate II". Use the job title as it is commonly advertised in your area, and put the location in it. The title is the only part most candidates read before deciding whether to open the listing, and an internal grade name is invisible to search.
Be honest about what the job is not
If it involves weekends, heavy lifting, a commute to a site, or a probation period at a lower rate — say so. Every one of these is discovered in week one anyway, and the cost of discovering it then is a vacancy you have to fill twice. A candidate who accepts knowing the difficulty is a candidate who stays.
Say how you will decide, and how long it will take
Two interviews and a trial shift, decision within two weeks. Candidates are usually talking to more than one employer, and the process that is legible is the one they keep a slot open for. Vagueness here loses people you had already convinced.
Screen in a way that respects both sides
Ask two or three specific questions in the advertisement and read the answers. A candidate who has answered them has already self-selected. Reply to everyone, even briefly — a hiring process is public behaviour, and in a local market it is the same small pool next year.
Post it in Jobs, or start a new listing. If the work is short-term, Gigs is the better section.