In my experience, places that can't hire talent tend not to filter to people with strong skills (either in specific or in general) and just want bodies in chair

In my experience, places that can't hire talent tend not to filter to people with strong skills (either in specific or in general) and just want bodies in chairs that they can use to manipulate <specific material>, so they write that into descriptions. Also in my experience, places that can hire talent tend to get to be picky and can look for folks which have the general skills (which they interview for) but also can look specifically for people that already have experience with <specific material> so they write that into their descriptions. In neither case does it make sense to write a description that asks for skills that require subjective self-assessment, since people who don't know what they are doing also have no ability to accurately self-assess. In neither case does it make sense to look for generic skills and train for specific ones when you can just acquire specific ones. Conversely, there's no way for the organizations to put an honest signal into a job posting that distinguishes them as one or the other class of organization above; anyone can (and probably will) say "we only hire the best", "our product(s) are high-quality" or "we take engineering seriously". There's too much money to be made as it is, with e.g. the average enterprise IT team or the average startup, software teams don't generally have to be both effective and efficient with their labor, just maybe or the other if either.