I've seen this type of behavior in several different workplaces. There's a lot more going on here than "noobs" not understanding how to google for answers to their questions.
Look at it this way, if it really were as easy as googling for information, people would GLADLY do it. Instead, they repeatedly subject themselves to surly "seniors" who resent even talking to these "noobs". No one likes to be treated that way but the fact that they continue to do it makes one realize that the questions are genuine and perhaps there is more to them than face-value.
What the annoyed experts fail to understand is HOW people master skills and knowledge.
They're expecting well-formed, pointed questions which have crisply-defined structured answers. They're expecting questions that demonstrate what they feel is the "right" level of sophistication. What they're forgetting, however, is that MUCH of the battle in mastering new material is learning to ask the right questions and figuring out what things are important and what are irrelevant. Dealing with how people learn is a major function of mentorship and it has been largely forgotten in many of today's organizations where staff are seen as off-the-shelf commodities that get hired to "hit the ground running". It is no wonder then that the so-called "experts" that the OP describes aren't able to provide basic mentorship and even take offense at the opportunity.
Often times, a noob will ask a question which is deliberately simple and for which they already have a rough understanding of the answer (they might have even already googled for it). This can infuriate people who aren't experienced with mentoring/teaching: they think it is a waste of time or that the person asking is too lazy to address their ignorance. What is really going on is that the noob wants to hear how the expert approaches the question in their context. The answer is often a springboard for more sophisticated follow-up questions which have some nuance for the project at hand. You can't get that from a google search (at least not with any efficiency). Moreover, the question/answer/discussion serves as an opportunity for junior and senior talent to speak to each other and get to know each other. The next time they talk, they'll have some background and able to communicate even better. You definitely can't get that from a google search.
The problem with the senior developers the OP is describing is that they're not really senior. They lack the ability to be mentors (which IMHO is a requisite for any senior role). To be fair, it is not their fault, they probably didn't have mentors either.
As for the solution to this problem, the only thing that works is for truly seasoned experts to take the right attitude and provide mentorship both for its own sake and also to demonstrate how it is done for other senior folks. This could also be an opportunity for a senior person to attract a following of noobs who very quickly become effective and raise the profile of themselves and their mentor.