There would need to be an easier and cheaper way to filter applications.

One option for candidates is networking, this gets you in through the "vouched" side door.

This potentially means that the company should be encouraging employees with more than financial incentives to find candidates and recommend them. This means networking workshops, time swaps for attending networking/recruiting events, understanding the need to make synchronous contact with people who might be good candidates.

If you are interviewing based on what you do, and what the job application (which has been mutated to get through HR's posting requirements, but don't understand why and how you should be interviewing you are more likely to bring your past experience and biases to the interview. This is bad for your company and for candidates.

From hiring perspective all of that just sounds like tons of more work to find any candidates.

The end target is automation. The cost of doing business is the cost of doing business until then.

And then if you don’t know the “right people” you will never get a job.

It’s like VCs who want to pattern match for someone who looks like Zuckerberg