Yes, it logically follows from simple economic principles: if you're competing with other companies for good candidates (which you are), your hit rate will go up if you look for signals that your competitors ignore or reject, because that gives you access to a pool that hasn't already been picked clean. So if most companies prefer candidates who have a college degree, look for candidates who haven't. If most companies are looking for experience in some mainstream language, look for candidates who have experience in something quirky and unusual. If most companies discriminate against candidates outside the age range of 20 to 39, look for candidates outside that age range.
I'll add a note that it's not necessary for every company to do something different. It's perfectly okay for your company to copy the way this one did things. It's perfectly okay for five or ten companies to do that. Only if a large fraction of the market starts copying a particular strategy, do you need to switch to something else.
What about resume styles that focus on "You should hire me if you need X..." with a listing of strengths rather than rote "Seeking a position that Y". Then the CV builds towards that with concrete examples.
That'd be a strategy that would better suit both the hunters and the hunted.
I'll add a note that it's not necessary for every company to do something different. It's perfectly okay for your company to copy the way this one did things. It's perfectly okay for five or ten companies to do that. Only if a large fraction of the market starts copying a particular strategy, do you need to switch to something else.