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Eh I'm not sure this argument holds up.

You can post a job ad targeting the top people and list the top of market salary band.

If you can't find such a candidate, you can delete the job ad and post the ad targeting the "average person".

You may even be able to post the two ads simultaneously.

And what, everyone who encounters both of them will conveniently silo themselves into the appropriate bin?

If the roles and expectations are actually thought through before posting, perhaps. If not, the first contact can gently nudge them towards the appropriate slot.

If an employer can't write a concrete job description that communicates the difference between junior and senior and staff/supersenior, that's on them. Get better at it before you waste the employee's time (or pay people for interviewing).

The interview process will determine if the candidate's skills are suitable for the position and if they are not, they don't get hired. If there is a more suitable position open, the company can offer to hire the candidate for the other position.

This would take double the time but also assumes that the same people are on the market during phase 1 and 2 which won't be true. In some cases I have s time constraint and just need the best available person. If they happen to be a top performer then do much the better.

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