I hope you can see the hypocrisy in this statement: you want the candidate to take on the risk you're unwilling to, in a situation where you hold all the cards.
What if a candidate said $110k? Would you still offer them $160k if you felt they were worth that? Or would you take advantage of this newfound information and offer them less than what you thought the job was worth to you?
Because of this - as a candidate - when someone asks me "what salary are you looking for?" it's an immediate turn-off for me. I pretty much refuse to answer the question or ask what the salary range is for the company.
My favorite thing that a company can do regarding comp is to publicly state what their roles, titles, and salary ranges for those are. Then specify in the job description what title they are hiring for and link to that information.
This absolutely is great for the already-working employees as well as candidates. Knowing what title I am, how much I can expect my compensation to be upon promotion, etc. is beneficial for everyone. You can also publicly state the trade-offs your company has chosen to make regarding compensation and attract candidates who appreciate those things.
Perhaps your base salary is lower than the norm, but you offer other things that make up for it. Examples of things worth more to me than base salary:
* More vacation time * 100% remote * 100% medical coverage * 9+% 401K match * ESPP, RSUs, ... * Very short vesting times * Paid child care (possibly on-site)
The list goes on. I guarantee - unless you are grossly underpaying your employees - that if you just publicly list title : salary, heavily promote your other benefits, and have recruiters link to that, you'll end up being much better off.