[michaelt]

When there are 630 resumes in the pile, the read/filter will be done by a junior HR person who probably couldn't tell XML from SQL.

I'd rather be filtered by a programming test, where my programming abilities put me ahead of the pack!

With that said, most of the programming tests I've been given in the past have been fairly interesting so perhaps that biases my opinion. I'm certainly no fan of jobs where they send you a huge MS Word application form.

[jsnell]

And I'd rather not work at a place where my resume alone doesn't warrant at least a phone interview :-) Either I really wasn't a good fit for the job, or they have a broken hiring process. If it's the latter, chances are that a company with that bad a HR department is also dysfunctional other ways.

Programming tests can indeed be interesting. Anyone feeling bored could do worse than to attempt solving something from ITA's hiring puzzle archives. But unless you're extremely certain that your tests hit the sweet spot, it seems really dangerous to make them a mandatory first filter. A test once both parties are at least a little bit invested in the process, sure. Or if resume screening really is a problem, allow someone to "skip the queue" by sending a test solution along with the application.