&gt; <i>I&#x27;m actually not annoyed</i><p>Calling people obnoxious makes it sound like you were annoyed.<p>&gt; <i>Your emotional appeal does not hold much weight when faced with real business practices</i><p>People are highly emotional. Emotions explain the way people behave far better than logic does. Hiring is partially a process of selling a product (employment) to a customer with lots of options (the &quot;best&quot;). If you don&#x27;t consider the emotional impact of your hiring practices, you&#x27;ll turn off some of the &quot;best&quot; for no reason.<p>Considering and accommodating people&#x27;s emotions also has a huge impact on retention, which is also incredibly important.<p>&gt; <i>considered the feelings of the guy who took the time to write up an entire post explaining his position in a rather civil &amp; straightforward manner</i><p>No. He didn&#x27;t have to write the post. He wanted people to hear him and respond, and that&#x27;s what he got.<p>I consider the feelings of people applying for jobs because they have no other choice.<p>&gt; <i>Have you considered the person at the other end of the interview table?</i><p>I&#x27;ve been that person for 10 years. That&#x27;s the first person whose feelings I&#x27;ve considered because they are my own.<p>Interviewing is boring, tedious, and almost impossible to turn into a repeatable process. I understand the impulse to find repeatable, objective ways to measure a candidate&#x27;s abilities.<p>Unfortunately, people don&#x27;t necessarily like being test subjects in high-pressure situations.<p>&gt; <i>Hm...</i><p>As I stated above, saying <i>one thing</i> about a very specific interview practice is not claiming to know everything. It&#x27;s claiming to know a single, specific thing.