AA has the Organizational Fit Assessment and the video interview before you even get to DFW. UAL has the Hogan, DAL and FDX don't have any pre-screening (that I am aware of, feel free to correct me).

I'd say AA has a pretty good feel of a candidate before they step foot into the interview, more so than some other carriers.

If they had both of those processes in place, and had a high interview failure rate, that would indicate a problem with the process, not the candidates.

The whole point of pre-screening these days in all different industries is to not waste your time interviewing someone who you're going to just end up turning down.

If you have a high pass rate and the person being hired ends up being who you're looking for, what's the problem with the process?