I am not sure I believe this. First, if you are aware that you're not good at assessing it, then have someone else in your company do the assessment, or hire someone who can (possibly on the advice of your investors or something).
If you can't do either of those, I am afraid your business just isn't going to work out.
So, almost by definition, the person doing the assessment is reasonably good at it. For otherwise, you won't be around very long regardless.
Also, if you find that you're hiring a lot of people who seem good, but ultimately are fired, maybe look in the mirror. Maybe it is that your expectations are unrealistic, or maybe you expect people to adhere to "culture" standards that do not support human flourishing.
Unless the tech problem you need to solve involves lasering in on a fleetingly tiny population of candidates (most don't), then a sequence of looked-competent-but-needed-to-fire people is probably more a reflection on the company than the candidate stream. It's unlikely that all of them were elaborate fakers.
The costs of (1) should be low unless there's a fundamental problem with the company (in which case the costs of (1) are way cheaper than hiring a management consultant to help you not fix it).
(2) is a real cost, and yes, some companies can't afford it (so maybe they scale back to 3 months severance? Maybe they add continued health coverage. Maybe they let you pick a foosball table to keep) ... but it is just the cost of getting useful information about an employee, instead of the not-very-useful info that most hiring processes generate.
I am not sure I believe this. First, if you are aware that you're not good at assessing it, then have someone else in your company do the assessment, or hire someone who can (possibly on the advice of your investors or something).
If you can't do either of those, I am afraid your business just isn't going to work out.
So, almost by definition, the person doing the assessment is reasonably good at it. For otherwise, you won't be around very long regardless.
Also, if you find that you're hiring a lot of people who seem good, but ultimately are fired, maybe look in the mirror. Maybe it is that your expectations are unrealistic, or maybe you expect people to adhere to "culture" standards that do not support human flourishing.
Unless the tech problem you need to solve involves lasering in on a fleetingly tiny population of candidates (most don't), then a sequence of looked-competent-but-needed-to-fire people is probably more a reflection on the company than the candidate stream. It's unlikely that all of them were elaborate fakers.
The costs of (1) should be low unless there's a fundamental problem with the company (in which case the costs of (1) are way cheaper than hiring a management consultant to help you not fix it).
(2) is a real cost, and yes, some companies can't afford it (so maybe they scale back to 3 months severance? Maybe they add continued health coverage. Maybe they let you pick a foosball table to keep) ... but it is just the cost of getting useful information about an employee, instead of the not-very-useful info that most hiring processes generate.