That's actually what I'd be interested to learn. Presumably if a company can't fire someone easily they would have been motivated to find better predictors of future job success than a few short interviews.

Anecdotally I've seen companies skip even that process and hire anyone who seems even slightly qualified. The bar for "better hiring practices" is pretty low for me when the examples I've seen over 20 years in tech are either hire anyone to fill seats or throw obscure logic problems at candidates assuming that maps well to the role being hired for.