I'd be curious to see the results of A/B'ing doing all the stuff in this article vs just advertising (competitive) pay upfront.
Top 3 things you can do to get more/better candidates:
1. Include salary in job ads (and make sure it's competitive) 18% more applies.
2. Talk to every applicant as quickly as you can and certainly before resume screening 14.4% of resumes we checked had an inaccuracy that would have resulted in a screenout. By talking first, you can find and fix these problems and keep some very good talent in the pipe.
3. Remove unnecessary qualifications and preferences. Removing "degree perferred" where it doesn't matter can get 8% more applies. Removing bad technical requirements can make a huge difference, too. No one has 20 years of Docker expeirence.
Does this have a disproportionate effect along gender lines?
No, it just turns off the best candidates quickly.
What do you use as a proxy metric for the quality of applicants? 18% more great applicants is a world of difference from 18% more shit applicants.