Here’s my recommendation for solving this problem with money: have paid 1-2 month work trials for applicants. The person you hire to oversee these doesn’t have to be super-competent themselves, they mostly a people-ops person coordinating the work-trialers. The outputs of the work could be relatively easily judged with just a bit of work from the candidate team (a validation-easier-than-production situation), and the physical co-location would give ample time for watercooler conversations to reveal culture-fit.
Here’s another suggestion: how about telling the recruiters to spend the time to check personal references? This is rarely, if ever, done in my experience.
I agree that suboptimal recruiting/hiring also causes issues, but it isn’t easy to solve this problem with money.
Here’s my recommendation for solving this problem with money: have paid 1-2 month work trials for applicants. The person you hire to oversee these doesn’t have to be super-competent themselves, they mostly a people-ops person coordinating the work-trialers. The outputs of the work could be relatively easily judged with just a bit of work from the candidate team (a validation-easier-than-production situation), and the physical co-location would give ample time for watercooler conversations to reveal culture-fit.
Here’s another suggestion: how about telling the recruiters to spend the time to check personal references? This is rarely, if ever, done in my experience.