I'd distinguish between screening false positives (which my article focuses on) and hiring false positives. Screening rejections (before the final interview) are usually done with very limited information, so there's more room for bias and noise.
I've been the tail end of the interview funnel when experimenting with our screening strictness. The emotional toll that less stringent screening had on my day-to-day work (faster, rapid, and high frequency on sites) was extremely high. It led to a month or two of burnout as the lead engineer on the team, despite probably leading to finding a hire sooner. The cost is, in my opinion, immeasurable.
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(Original article author here.)
I'd distinguish between screening false positives (which my article focuses on) and hiring false positives. Screening rejections (before the final interview) are usually done with very limited information, so there's more room for bias and noise.
Hiring is hard! :)
You're right, the difference is important.
I've been the tail end of the interview funnel when experimenting with our screening strictness. The emotional toll that less stringent screening had on my day-to-day work (faster, rapid, and high frequency on sites) was extremely high. It led to a month or two of burnout as the lead engineer on the team, despite probably leading to finding a hire sooner. The cost is, in my opinion, immeasurable.