That doesn't seem fair, and it doesn't seem like an effective filter, either. Titles vary wildly for a lot of different reasons, and you can't expect candidates to present themselves to you in your terms. You can't expect them to take your job descriptions at face value, either. If mismatched title expectations bother you, blame the industry, blame other companies, blame hiring managers, but don't blame an engineer who has only been working for five years. It's on you to explain how titles and compensation work at your company and work out what their position would be.

I wouldn't pigeonhole someone into a level based on their years of experience or previous job titles, either. Interviews can reveal some surprising things. I've worked with people with less than five years of experience who were senior-quality developers at all aspects of the job, and I've worked with people with ten years of experience who just wanted to sit in their cube and write code without making any decisions or talking to anyone except their boss. And these people aren't going to straightforwardly tell you what their position should be. The one who wants to sit in his cube with no responsibilities might tell you he's senior (and his resume might back that up) and the one who is ready for a senior position might tell you they're mid-level, because at their last job they worked with extraordinary people.