Ways to the DevOps hiring process optimization through CALMS paradigma?
This is a brilliant idea, also because of Daniel Kahneman who showed that if you split a single score into 5 weighed scores and add numerical criteria and bounds to those, you will significantly reduce bias. You could design not just the resume scoring, but the entire hiring process, with phone screens, onsite interviews, everything in this way. It would significantly reduce the inherent bias of the interviewers. We have actually started to do something similar for all hiring.

Obviously, inside each area, your should add weight to what is important to the company for the position, but you are hiring a well-rounded engineer and you want someone who will propose major changes to how your organization operates, you are not simply hiring someone for specific skills to work in a limited area. Many people simply see this role as a higher paid Release and Build Engineer and if that is the case, that is what you should hire and advertise for.

For a DevOps hire, I would suggest replacing the Lean with Learning. It is originally CAMS and even though some extend it to CALMS to include Lean, that is somewhat restricting as DevOps is based on so much more than just Lean. It is also Deming's ideas about Special and Common Cause Variation and System Thinking, Nash's Equilibrium (if each optimizes for themselves, the result could be suboptimal, compared to when everyone includes the interest of the group), Shewhart's Statistical Process Control, Goldratt's Theory of Constraints, Taleb's Anti-Fragility and so many more. 

This would also allow you to include participation in conferences in Learning and presentations at conferences or meetups as Sharing. In a position where you are not always a part of a team or your company might not be big enough to have your peers as your co-workers, it is even so much more important to establish and maintain out of workplace relationships and learning opportunities. We generally grouped those two under Culture.

I would personally put under Culture the soft skills required to be effective in improving processes at your organization. CMMI, Kanban, Work in Progress limits, Agile practices, etc.

JIRA seems more like Sharing tool and Git is more closely related to Automation.