The two questions it raises for me:
1. Is this a person who has ever lived with the consequences of their decisions and code? Can they maintain what they write?
2. Is this a person worth investing training, mentorship and coaching into?
I will still interview the person, but I change my questions to find out if they've maintained systems, lived with code they've written.
To the second I ask no questions... It's just a risk. Onboarding takes time from a productive engineer, if I don't believe someone will stick around that time is wasted when paid double (for this person and the person that will replace them within a year).
That's only a few people in hundreds of people interviewed. I hired one, they left after 10 months :shrug
These people are likely not you though. There's a big fear that "I've only had one job and I'm ten months in and it's truly awful, if I quit have I destroyed my career?"... no, you're fine, just quit. Or "I've worked a few jobs for 3+ years and then had a couple less than a year, I'm trying to find the right thing for me and this isn't it, if I quit have I ended my career?"... no, you're fine, just quit.
A resume covering a decade or more of entirely short tenure things is a different beast from whatever your circumstances are likely to be. But if you are one of those people, consider the signal it sends... has this person ever lived with the consequences of their decisions (both technical and interpersonal)? How would you show this? Do you have a long-lived OSS project? A long-lived and maintained side-project. Extracurricular isn't needed to get a job, but if your resume can't communicate something then this is where that stuff helps.