A quick way to distinguish yourself as an employer of choice is to treat job candidates the way you'd want to be treated.
Only one person gets the job, but you can manage the impression all the other candidates get of your organization through the recruiting and interviewing process to your favor.
Treat them with clarity, respect and proactive communication and you'll increase the chances A-players will apply there again and tell their friends to do the same.
A few quick tips toward this end:
Craft the job description carefully. Be clear on what success looks like in the role and develop an interview process to identify the person with the skills, abilities, and potential to embody that profile.
Train your hiring team to ask the right the questions (and not the wrong ones). As a general rule of thumb, if it doesn't pertain to determining the candidate's ability to effectively perform in the role, it's off-limits.
Don't ghost anyone. Everybody has a ghosted story from a job they applied for. Doing so will leave an indelible stain on your organization in the mind of the applicant. If you've made a determination to remove a candidate from consideration, let them know as soon as possible. If they're still being considered but further deliberation is required, let them know that too.
These small acts of respect and kindness will humanize your organization and increase your chances of attracting all-stars.