Hire slow - fire fast

Many companies think they do a great job hiring because they go through a lot of candidates to get to the "right one" for the particular job. Many companies are fast to fire someone who they think is not top-notch in the first 90 days. Here's the article that prompted the post: http://www.fastcompany.com/3006206/why-hire-slow-fire-fast-better-idea-you-think Both of these approaches tell me that the companies are off track. A better screening process upfront, usually run by a professional recruiter, can save huge amounts of organizational time and effort in interviewing only the few right people to form an adequate qualified pool or slate. That doesn't mean a rush to judgment, but it does mean a consistent process with a small number of well-qualified candidates. And then a review of all of the candidates to pick the winner. Both the hire slow and fire fast approach also tell me that the company doesn't invest in its people. Consistent processes which identify people who fit both the specific role and the larger company culture and its issues at the time lead to longer term employment and individual success for the candidate/employee. If I can help your company with these issues, email info@broadbandhr.com