I'd suggest a below-bar elimination check (e.g., spelling, gross formatting), and an high-level check in case, say, Ted Ts'o happens to be applying. Take the bulk of largely undifferentiated but not obviously bad resumes, shuffle them, and select randomly from them. Pick your sample, apply your assessments, and proceed.

The low-cost primary selection, and the unbiased secondary selection, leave the expensive selection process (resume screen, phone screen, interviews, background / portfolio assessment, etc.) with a tractable number of candidates to deal with.

Aeon's "How to Choose" is an excellent article on the use of randomness: https://aeon.co/essays/if-you-can-t-choose-wisely-choose-ran...