I don’t know whether it was ever effective strategy for candidates, but I will simply say that as a hiring manager for over 12 years, I have never been interested in anyone’s resume when I see that.

The problem is that the candidate doesn't know, its not even good proxy either way just like everything on the resume besides the list of companies the person worked on.

Most applicants have no idea about your internal HR procedures and what's the pipeline before the resume even gets from you so they might as well optimize for what generally seems the most "successful" approach. Maybe they actually think writing metrics and keywords is a good idea, maybe they think its stupid and resent it but can't get any interviews without it, its really impossible to tell without other variables..

As someone who's been a hiring manager for around 7 years, I agree with you, but note that the people who screen resumés before they even _get to you_ very well may be looking for those references.

For my own resumé, I include the stack used at each job which I feel strikes a fair balance.

Most HR departments have been filtering resumes (or LinkedIn) based on things like keywords for years before they got to you. So your reaction to resumes that heavily use those may be reactionary to being presented with tons of those (by whoever filtered them before you)