Companies typically do two kinds of hiring:
What you are talking about belong to the former category. Those hiring methods are not designed to "approve" capable candidates. They are instead meant to "reject" incapable ones. Goal is to find candidates that are "good enough", in sufficient numbers, with minimal amount of time and money spent doing so. Collateral damage is OK as long as the company's hiring needs can still be met. Pre-screening filters based on years of experience, degrees, MIT vs Community College, etc. are actually pretty effective in this regard. A good company in a hot location will anyway have more resumes than they have eyes to look at.
So what about the second category? That's when you get contacted by a recruiter directly, or if you know people inside who can hand your resume over to those with hiring power directly. Most people hired this way have never even seen their job description.