Seems costly to fire, not just because of HR and management process overhead. People are trying to build successful teams, and regular firings distract from goals, ruin morale, and create an unsafe environment.
Regular firings imply a pretty bad hiring process. There's a spectrum between "regularly fire bad hires" and "regularly reject good hires".
Also, what evidence is there that these high-false-negative practices are actually reducing false positives by a significant degree? In these kind of threads I read the same arguments and assertions, with the same lack of evidence, as I hear from people trying to defend airport security theater. I should start calling these practices "interview theater".
