With a lot of hiring processes I get the impression of filters tuned to the exact match of skill and experience requirements, plus some padding. This is systemically bound to fail because the candidate pool for any one cross section of a growing area is going to be small enough to put you in competition over the qualified candidates. As well, it tunes for a stodgy "best practices" mindset, with no chance of spreading skills diversity through your team.

For a field requiring some creativity as well as learned knowledge, enthusiasm and willingness to learn really matters, and the easiest way to induce enthusiasm is actually to go a little off of the mark and present candidates with an opportunity to learn the role based on their existing strengths. That presents some risk, and it's much harder to make it work as you go for "senior" candidates. But case-by-case, there are always ways to offset that risk if you are creative enough - better ways than putting folks who claim to know everything under the microscope in order to fail them as fast as possible, a process which builds a high level of mistrust.