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".