What exactly is wrong with Fizz-buzz as a 'spam reduction' technique? Raganwald's method has several issues: it's unfair to people who are very picky and are on

What exactly is wrong with Fizz-buzz as a 'spam reduction' technique? Raganwald's method has several issues: it's unfair to people who are very picky and are only looking for the best jobs themselves. Very often they're the best people, for whom the search for a position that will fully use their talent is much harder: they apply to companies that have a long hiring cycle and high "false negative" rates, while they will reject offers they dislike. Second, there's the obvious problem of privacy: it's a huge problem for passive candidates (again, who are often -- but not always -- best of the best) and a problem for candidates who apply for tough-to-get positions, have a bad day (or the person interviewing them has a bad day) and now become "damaged goods" by the virtue of a publicly known rejection (which could be no indication of their lack of competence).