Hiring at the company worked like this, provided the resume wasn't passed directly from a member of staff close to that team:
(1) Applicant applied through web/recruiter/e-mail. (2) Resume was reviewed by a generic hiring team who covered every kind of job the company had and none of whom had even the most basic understanding of what a developer's qualifications should be[0]. (3) This same team does a myriad of phone screens to further whittle the pile. (4) Team's manager reviews remainder and often didn't perform a second screen since one was already done[1]. (5) Candidate arrives.
[0] These same people provided many of the "templates" used for the job descriptions, so you can imagine these were similarly bad. This practice resulted in the company, for years, refusing all resumes where the candidate did not complete a 4-year degree program. I pushed for an end to that for dev jobs after two candidates I hired in who had limited/no college experience turned out to be excellent employees.
[1] And in some cases, the manager knew nothing about software development and was put there from some part of the business, so s/he'd be about as effective at a phone screen as the hiring team.
If candidates who can't code are actually getting on site, your phone screening is inadequate and vulnerable to "smooth talkers".