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.