A problem we investigate
The reason they left was set at the interview, in a promise the organisation did not know it had made.
One week. One problem. One confirmed figure.
If the same person leaves in the same month for the same reason, the cause is not the person. It is the process that brought them in and the first ninety days that met them.
The interview tests what is easy to score and rarely the thing the role actually fails on. The offer makes an implicit promise about the work and the team. And the handover ends before the person can do the job, which is discovered later.
We read the record of the last several hires, the scorecards, the offers and the exits, and find the pattern that keeps producing the same departure.
The panel scores for the skill that is visible, not the one the role fails on.
What the candidate was told is not what they met on day one.
The hire is handed over and forgotten until the review.
The test rewarded the rehearsed response.
The Hiring-Stage Audit and the hiring pattern training sit in the Hiring lane.
See the Hiring lane →If the pattern is real, you will know within a week. If it is not, we say so in writing.
If the pattern is real, you will know within a week. If it is not, we say so in writing.
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