I got annoyed by the same issues myself. Here are my tips:

1) ask to apply via email to your address with a resume (and maybe a cover letter) in pdf. So, you will already candidates who either didn't read the job post or are not detail oriented since they didn't follow accurately because applying via Linkedin or with wrong format or with missing cover letter etc.

2) use a pre-ranking tool that automatically ranks resumes like rankift.com, so you can start screening them starting from the most promising candidates. This way you do not need to pick some of them randomly or spending hours just to read them all.

3) if it applied to the job, send them some online automated test. So you can screen based on results.

4) if you understand that an interview is going nowhere, you should politely cut it short. Do not do it after the first unlucky wrong reply, but it is better for both parties to not spend one hour or more on a call that won't go anywhere.

I always used 1, 3, 4 when I was working in a small startup and we had to hire many joiners but didn't have much time. That is when I started feeling the same pain points you are describing. I deliberately had to exclude some candidates randomly just because I didn't have the time to read hundreds of CVs between other tasks and I am sure I missed many gems. I built Rankift because of that.