The point of the system is to enable someone who doesn't have your knowledge to do the initial screening with a high degree of accuracy. The weighting of the criteria is usually what prevents someone from getting tossed for the wrong reasons.

- The college degree example is solved by weighting, as I mentioned. I agree with you - we've hired plenty of people in the past who didn't have a degree. That's why it would be considered secondary criteria - if you do it right they won't get heavily penalized for not having a degree if that's not important to you.

- LinkedIn, portfolios, etc. - the point is again what's important to you. For example, not giving me a portfolio is a deal breaker. I have hundreds of resumes to look through, and if I can't easily see your work I don't have time to hunt for it. It says at a minimum you didn't take the time follow instructions in the posting.

- The third example is your strongest argument. It can also be solved by weighting though, by giving more difficult technical skills more weighting. I know plenty of people who look for folks that know Java because it's relatively easy for those folks to pick up Ruby.

You're right - a few diamonds might slip through the cracks. But in most cases I think you'd miss them anyway.