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You've mentioned several ways to reduce the number of candidates that you consider for each role, but I don't see how any of it leads to better quality hires.

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When you have hundreds of people to interview, the quantity is a huge problem. You can't interview the majority of them.

His question takes away the people who are not interested. It's useful.

It also seems to remove the people who may or may not actually understand the fundamentals of the language they claim to have experience in, rather only knowing how to cobble together frameworks and/or copypasta code.

Candidates that need a coding crutch are less valuable than candidates that don't. Likewise candidates they are so petty or so completely lacking of confidence to perform without their preferred toy are less valuable and less flexible than those candidates who can perform in the actual technologies.

If this is a measure to eliminate candidates who are ultimately less interested in doing the work then so be it.

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