You mentioned people's "ability to problem solve", and that it "takes forever to find people that can do the job". This is very interesting. How do you measure "problem solving ability" in your applicant pool when all you have are resumes? Do you simply look for points on the resume which reflect positive improvement? Do you have more than just a resume to base your judgement off of?
E.g. consider these two similar points on a resume: "improved loading times tenfold by using compound indexes and denormalization" would reflect an improvement from a problematic situation to a better situation. Whereas "designed schema and implemented indexed database" does not explicitly name a problem and its solution.
I hope my point makes sense, and I am wondering if little differences in the wording make a big impact in how you perceive someone's ability to identify and solve problems.