[ShamelessC]

More like we're tired of having to "prove we know something" to people who have no clue what they're talking about (most recruiters).

Further, there are probably lots of software engineers that have _never touched_ your framework of choice and will be able to learn and become proficient with it in a manner of weeks.

[TameAntelope]

Having just gone through this with yet another developer who couldn't learn the framework in a couple of weeks, I am sick and tired of hiring people I have to coddle for months on end, only to end up having them quit because I didn't screen them correctly.

[ShamelessC]

There are definitely a lot of bad candidates out there these days but I still find that I'm able to filter this by ignoring overly-hyped resumes and giving them a chance to talk about something that excites them as an engineer. If the answer is "learning new tech, becoming a better programmer, getting better at continuous integration", or something similarly encouraging, they're probably good to go in a few weeks to a couple of months. particular if they talk specifics and aren't talking out of their ass. If you can't discern that yourself then I don't know what to tell you ha. I'm aware that lying/cheating during interviews can be really common in enterprise. One approach that might work there is to try to meet candidates out at meetups in the area - this acts as a sort of self-filter and you can chat in person before the interview even gets extended.