Those three traits are exactly what I use for college recruiting. I guess some people look at great developers on an absolute scale but I consider it on a relative scale within the role under consideration. I consider those three traits make a junior candidate great. Actually those same traits are important for all roles. It is just that for junior roles I don't expect much beyond that.
But yeah, you have a light filter and then let them grow and evolve. You can’t possibly learn in 4 hours anywhere near what you can in 2 years. In college recruiting, you’re looking for “could be solid” and you get the raw material for that a lot. Some happen to turn out great.
Finding greatness in industry is driven mostly by asking some of your best employees to search their networks for their best ex-colleagues and otherwise by dumb luck (someone tried a startup that went bust and no one in their network had an opening, someone is moving to a new city with no network, etc)