I would have to agree with this. But I'd like to point out that recruiters should evaluate whether the job candidate is capable of doing their job rather than what format their CV is in.
I agree we should be evaluating “this candidate is a good engineer” and ignoring “this candidate has various attributes which often correlate with being a good engineer” - but how do you propose measuring the former? Bear in mind that even factors like “does well in a coding interview” is actually an example of the latter, not the former