1) I have found some value in phone screens if they are more about the selling of the company and the clarifying the process. The only factors I've ever found worth eliminating a candidate for at the phone screen level is if they do not have the tools/communication skills to move forward with the rest of the process and/or you catch them in outright lies about their resumes (though I highly discount resumes, I discount lying on them even more). Sometimes it is just too resource intensive to do the pre-interview any other way than a phone call, and I'd rather do the phone screen than not consider the candidate.
2) I completely agree with deprecating person-to-person interviews, but that is a very hard sell. If you want to accomplish that but are getting push back, the interview script process is a valuable tool for eliminating the interviews. It provides data to backup the argument and as no one will want to do scripted interviews they will become allies in getting rid of them.
3) Campus recruiting can be valuable for organizations that are prepared to take on the responsibility of hiring a new grad.
Having a data driven approach (ie scoring your process) is the most important advice.