I have some suggestions. For one, don't hire a title or a list of qualifications. Instead, hire a person who has talent who could perform the job. Be willing to train someone who isn't a perfect fit. It's hard to believe but no one is perfect.

Next, if you want a DBA, you're going to have to define what that is in the job posting. Then list skills you want in order of importance. List no more than five skills that are a must; list no more than five that are important but can be learned through training; list no more than five that are nice to have. A laundry list of skills is meaningless if they're not in context of what the position entails.

After that, you need to sell your organization. Why would someone even bother to apply if they don't know that you're a good organization to work for and they would want to work there. You expect applicants to prove to you why you should hire them. You need to prove to the applicant why they should work for you.