From a recruiter perspective, this will accomplish very little, outside of the firms trying to pay the least. They will still get around it. Take this example,

From a recruiter perspective, this will accomplish very little, outside of the firms trying to pay the least. They will still get around it. Take this example, which happens multiple times per day. Junior candidate applies to senior job. Thinks cause they are senior at X company, that means they are at Y. False. Every company has diff leveling and definition on what that means. Companies give away senior titles like candy. Go look at how many "engineers" with 2-3 years of experience are senior at a number of companies. How is giving away those titles good faith? Really? Is anyone SENIOR after that little on the job? I sure hope not. Anyway, back to my example. They still consider the candidate, but at a lower level. Salary on job posting doesn't match the candidates expectations. This is why its the recruiter AND the candidates responsibility to get within the ball park on the initial phone conversation. Its still difficult for the recruiter to confirm with the candidate that they'll get the range they want. Usually they need to be interviewed and have their skills/ability assessed first.