We know recruiters/HR always have unconscious bias on name, typo, keywords, CV format etc. We know recruiters always don'y response to replies.
But fundamentally what creates these problems? Why we are not looking into whether a candidate can create a great product for the company, but whether they can sell themselves with nonsense keywords?
The biases you list aren’t even unconscious. Poor spelling and grammar indicate either sloppiness or inadequate education, not qualities anyone hires for. A person who can’t put their own CV together doesn’t give a good impression regarding attention to detail, checking their work, or mastery of the tools and domain.
How do you think a potential employer might determine if a candidate “can create a great product for the company?” Why assume that creating a “great” product is even the employer’s main priority? How might a recruiter or hiring manager judge and rank multiple relevant qualities for hundreds or thousands of candidates?
A process that seems less than ideal and frustrating for some people isn’t necessarily “broken.” It may be the best we can do given the constraints and ambiguities of hiring and job hunting.