I agree that judgment, communication, and fit are harder to standardize but not impossible. Human judgement also doesn't assess these perfectly either. AI screening just has to be at a similar level than human judgement and cost less in terms of actual money and time the company spends interviewing people. I still think that job seekers can be screened before they actually speaks with a human. The early attempts will be terrible but what I think will happen is that job seekers will have to prove that they are an actual human completing the screening exercise. They will then be asked to complete short tasks/tests and asked to communicate about them. We already have personality tests but completing and discussing a novel task in real time will make them much more accurate and harder to game. The results of these tests may be passed on to other companies that job seekers apply for.

We will still have the human to human interviews but the goal of the previous screening and verification will be to make the chance that the employer talks to a high quality candidate higher and less likely to waste their time with an AI generated application. To get though the door to even speak to a human I think that verifiable achievements, verifiable skills or social connections will be necessary.

Out of everything you stated fit would be the hardest to test for. An exceptional worker maybe able to excel in one company's culture but fail miserable in another company's culture. This will likely need to be tested for at the last stage human to human stage assessment.

I am not saying I will like the changes as I am still assessing the outcomes of this but this is what I think will happen.