> Thus the very high false negative rate observed at nearly every company indicates the interview system is broken. What high false negative rate? Can you poin

> Thus the very high false negative rate observed at nearly every company indicates the interview system is broken. What high false negative rate? Can you point to some data? By "false negative", are you referring to rejecting a good candidate? Are false negatives (rejecting a good candidate) more important than false positives (hiring a bad candidate)? > We need less information arbitrage for a more efficient hiring system. How do you define efficient? Whose efficiency are you considering, the company or the candidate? Why should efficiency be a primary goal of the hiring system, as opposed to simply finding the best candidates in a reasonable time frame?