False negatives means you are wasting a talented person's time (on both sides) because your interview process sucks. From the stories I've heard, Google needs to work on reducing that.
How do you reduce false negatives without increasing the rate of false positives? Do you have any suggestions on how they can do this? The balance of standards of an interviewing process is a really tough problem. Surely the solution you'd suggest for them is more than just "be perfect"?
