1. Interesting question!! My company is currently battling with attrition problem due to the intense competition in APAC.
Back in my agency days, we always conduct these type of surveys to see how we can help client retain talent and the baffling discovery is most employee leave not for better salary, they leave for better work culture. Like they say, culture eats strategy for breakfast and culture stems from the top. That's why you see top companies like Google & Meta offer free meals, childcare/barista/gym services/ full flex work arrangement/ 6 months maternity leave just to keep employees happy. You can pay your employee at max range but it won't keep them for long if they're not enjoying what they're doing. Aside from remuneration and job growth (promotion), we also find employees wants to feel belonged so monthly townhalls/all hands are good to keep them engaged. Reward and Recognition are both important. Showcase them if they've done a great job. Some employers also invest in up skilling them (sending them for courses, even overseas short term training and bonding them for 1 year in return).

Lastly, this is uncommon in Malaysia but here many tech companies especially offer equity to employees that is vested across 4 years. Microsoft, Google, Meta, Uber offers a 4 years vesting schedule of 25%/25%/25%/25% after completion of each year on top of equity refreshers yearly to keep them so this could be a new strategy company can adopt to retain their top talent. Some companies like Amazon are even more aggressive with a backload vesting 10/20/30/40% after each year (so they'll very unlikely to leave after 2 years). Oh well in all honestly you'd be lucky to keep a good employee for 3 years these days.
2. You're right! A regular job seeker will be interviewing on average 3-5 companies and a good one will get more than 1 offer so the competition is real. As recruiters, I learned from experience we need to manage expectations from the beginning of the process (not only at offer stage); it's important you know what is the candidate looking for? Is it money? growth? What are his/her short/long term goals and how can you or the company be able to support his/her aspiration/growth?.
I will also always ask if they're interviewing elsewhere and for what roles/industry - even if they refuse the share the companies name, I'd like to know what am I up against so I can do some research and be prepared for my closing before the offer stage.
After every interview stage, I will also do a follow up to get feedback from the candidate or if s/he has any concerns - it it IMPORTANT we address any concerns soon.  If it's WLB (I may arrange an informal chat with someone in the team to reassure the cdd), if it's scope, I'll need to get the hiring manager involved; point is the candidate should feel at ease after the entire process. Last but not least, the company PITCH is everything > How are you going to pitch about your company? I'd usually start with our vision and mission before going on to growth plans and culture.
It sounds like you're a hiring manager - if you are, I'd highly recommend you work closely with your recruiter should you identify a good candidate. I'd like to think recruiters are more than gate keeper; they have to be a good sales person, empathetic process owner and  a skilled negotiator.

1. I hate the questions that require one to justify their Asking salary. Obviously we want higher salary to live better life. Then whne you tell them it's 30% from current salary, thye ask how u come up with 30% it's so annoying

2. I hate the question like ' why should we hire u'. To me the answer is simple, I am good but then thye will ask how do we know that, to me its like hire me and you wil know

3. Perhaps its cos I am older and more jaded, I hv less tolerance for questions like these..

what if they do some background checking from your current employer but end up not hiring you, now it triggered your current employer knowing you looking for job already?