That's an interesting approach. But what I think gets somewhat lost in this, and why I don't quite think a job description serves as that set of questions, is that there's so much more color and character (culture?) that can come through if the questions are good.
For example, a bad question, or something that should satisfied by the JD and résumé, would be "Do you have experience doing X?" If that's important, just say so. A better question might be "Why are you interested in building X for Y industry?"
I think résumés and job descriptions as they're currently written do an okay job of checking off raw qualifications. What's missing is clarity and direction for the less quantifiable bits. Done right, it could be like a low-pressure, no-expectations first interview in lieu of a crap email that's tedious to write, tedious to read, and likely only helps a hirer understand whether the applicant can write a good cover letter.
