The cost of a false negative is essentially zero as long as the employer can otherwise adequately fill the position.
I couldn't quantify them exactly, but I don't think the costs are zero. For one, any candidate that you bring in and reject consumes (in the case of my company) about 4 man hours of developer time. And that's mostly senior/lead developer time. And that's not counting the time we spend discussing the candidate and the general cost of a distraction/context-switch. And then there's the opportunity cost of not having a position filled and work being started. Sometimes the short run matters.
That said, I'd definitely agree that the scale should be tipped in favor of false negatives.
It's better to think in terms of risks not just costs. Interviewers tend to higher people just like them, which means the team is often filled with people that think the same way and come up with the same types of solutions. On the other hand when you get someone in that can 'do the job' but has a radically different perspective they are more likely to bring something new to the table. To be overly simplistic in a team of world class programmers adding someone with a great UI background can be worth a lot more than yet another world class developer. The advantage being diversity does not require a larger paycheck.
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The cost of a false negative is essentially zero as long as the employer can otherwise adequately fill the position.
I couldn't quantify them exactly, but I don't think the costs are zero. For one, any candidate that you bring in and reject consumes (in the case of my company) about 4 man hours of developer time. And that's mostly senior/lead developer time. And that's not counting the time we spend discussing the candidate and the general cost of a distraction/context-switch. And then there's the opportunity cost of not having a position filled and work being started. Sometimes the short run matters.
That said, I'd definitely agree that the scale should be tipped in favor of false negatives.
adequately fill the position
It's better to think in terms of risks not just costs. Interviewers tend to higher people just like them, which means the team is often filled with people that think the same way and come up with the same types of solutions. On the other hand when you get someone in that can 'do the job' but has a radically different perspective they are more likely to bring something new to the table. To be overly simplistic in a team of world class programmers adding someone with a great UI background can be worth a lot more than yet another world class developer. The advantage being diversity does not require a larger paycheck.