So the answer is to not spend the money at all? How much are you costing your company by putting candidates through 8 hours of interviews only to reject them. Rinse. Repeat.

All the while, productivity suffers as the remaining team falls further behind due to short-staffing and being pulled away from their real jobs to interview.

Professions mandate training minimums per year in order to maintain credentialled status. They're low, sure, but they at least create a need for ongoing professional education.

Working at a company that doesnt pay for my training while my skills fall behond is a loosing strategy.

I literally said it isn't all about money. Most people leave because managers[0]

> In general, people leave their jobs because they don’t like their boss, don’t see opportunities for promotion or growth, or are offered a better gig (and often higher pay); these reasons have held steady for years.

And if it is about money, then this is called paying competitively.

But lastly, recognize that if everyone is training employees you're still not really losing out unless you're only hiring entry level employees. Sure, you might be training someone that leaves, but so does your competitor. But if you're only hiring junior engineers then you're probably doing something wrong that's much bigger.

[0] https://hbr.org/2016/09/why-people-quit-their-jobs

Every process has pros and cons, you have to weigh the net benefits.