Absolutely. And I think your notion of "optimizing for low false positives" is generous. I think most bad interviewers are optimized for a) employer convenience and b) feelings of power on the part of interviewers.

Part A is understandable in that the standard hiring process is optimized for the common case: scarce jobs and abundant, interchangeable workers. That gets you bulk resume submission, minimal human interaction, and indifferent, slipshod processes. Part B is just jackassery, but it gets you things like brainteaser interview questions, high-stress interviews, and a lot of biases smuggled in under things like "culture fit".

That makes very little sense for software jobs, where it's the workers that are scarce. A few years back, I said, "Wait, we spend all this time optimizing our software for user experience; why don't we do the same for job applications?" I ended up with a significantly different process, one that was a little more work for us, but a way better applicant experience. I also shifted focus from finding flaws to looking to see people at their best, which is not only a better experience, but I think gets better people. I encourage everybody to apply their design thinking and user empathy skills to their own hiring process. You'll be pleasantly surprised.