I’ve been hiring for teams for a few years now, and I’ve heard people lament these things like you are. In practice I’ve not seen any of these “smart” scanning techniques used, it’s a recruiter comparing resumes to a checklist I gave to them (5-ish years experience, maybe a degree role dependent, or something that you think is super relevant, one of c#/java/kotlin, hiring for a mid level role so we expect some amount of experience at being self sufficient) and they filter the hundreds down to 10-15 that they screen and pass 4-5 on to me.

We did some spot checks on resumes that were passed on to make sure we were filtering ok and the quality was awful - a significant amount of people were applying for jobs asking for 5 years experience in a Java-like language with no experience, no degree and a half assed cover letter about being a good learner. A decent number were data scientists who had 2 years of python experience, and a surprising number were wildly over-qualified people who I realised after speaking to one or two they were actually trying to sell us their consulting services. That’s before you even get to “are they lying?”