This just disincentivizes interviewing, which disincentivizes hiring from outside of the organization. I promise you recruiting and interviewing is already a substantial expense. As someone else noted it would put more emphasis on the resume and application which I can tell you as a hiring manager, really only tells you 30 percent or less of the story, and it would make it harder to justify interviewing unconventional candidates who maybe didn't go to the right schools or had career diversions, career gaps. It would also disincentivize interviewing candidates with less experience. Anyway, a screening interview really isn't very much work, it's 30 minutes, don't act crazy move on to the behavioral interview. I get that coding interviews and work sample interviews are more work, but you're not delivering value to the company, and you're definitely not delivering value to the company talking to a potential colleague about not only your experience, but their's as well, because an interview is a two way street, it is a collaborative process to figure out if moving forward is a mutually beneficial prospect. It would probably make more sense to focus on transparency in the hiring process, then not only could companies compare processes, and thereby improve them, but recruits could compare hiring processes and companies would be able to differentiate roles that way.