Spending 3 man-weeks finding the right candidate is an easy win over spending 3 hours finding the wrong one and 12 weeks training, remedying bad behaviors, and building a case for termination.
1) I'm not just reading your resume, I'm checking any links you've put out (so, checking GitHub contributions if that's listed). If you're credited in something then I'm going to check the team size you were in- basically I'm going to try my best to figure out what questions I would ask you in an interview. (IE; how do you prefer priorities to be raised, do you prefer to work alone or with heavy collaboration).
Generally I find it helpful to have targeted questions in meetings, because meetings are hugely expensive in terms of attention and time. And an interview is really just a meeting with an external person where the topic is the background and prowess of the external person.
2) 12 weeks in training is actually more like 6months in my current position. It's complicated.
3) I live/work in Sweden, probation is 6months, but termination after that is _basically_ impossible. We had someone who's job was basically not being done in any way- it took more than a year before we could terminate their employment. Which is quite expensive if you hire the wrong candidate. (In that case, we were lax in hiring because that particular position wasn't exactly senior, and due to that they were able to pass probation because they looked like they were learning)
Anyway, a cursory glance can be enough to say "yes I want to talk" but an in-depth review of a CV is something I consider to be mandatory before I actually hold the interview.
I spend between 30 seconds to 2 minutes reading a resume before deciding to pass or to schedule a 30 minute phone screen.
^ 100% this, actually the cost is probably understated.
I spend 2-3hrs reviewing a candidate's CV/resume before giving the go-ahead to Recruitment to schedule an interview, then there's the interviews which are about an hour each.
Then there's the on-site, which is a stage you'd want to get to, even if you're interviewing to practice.
So, for 3 members of my team it's roughly 3hrs + recruiters time (scheduling consumes so much time) and they have to negotiate with central HQ what salary range we can offer a person for their experience/subjective "goodness".
All-in-all I can easily see it taking more than a week of person-power for a single candidate.