Some organizations have attempted to move in this direction by including coding or logic tests in their initial screening process. Done well, these can augment the hiring process and be far more effective than a keyword screen. However, the tests are often applied too broadly. If I need someone to gather technical requirements from business users, their writing, speaking, and interpersonal relationship skills are likely far more important than a logic test, and hiring for that position likely requires more in-person interviews than for someone who will be spending most of their day coding. In short, the screening process must match the position.