The author starts off with some data, but it's far from complete. $15k in lost productivity for a 50k hire? Sure, then there's the retraining costs, potential hits to morale, and then the opportunity cost. Opportunity cost for a bad hire varies, but the profit you could enjoy from a motivated person can be huge depending on their role.

Now then, we get into solutions and suddenly things start getting fluffy. "... find an expert in the candidate’s specific field and get some advice on the best questions to ask." Fluff. This is opinion piggybacking on fact.

There's a huge body of research that could tell you how to hire better people. If you've read any of it, you'll know that unstructured interviews are not the way to go! You're essentially testing a person's ability to perform in an interview rather than their ability to do the job.

I'm continually shocked that businesses who rely on their employees for every penny of revenue have no idea how to hire the best employees. Everyone thinks they have some sort of sixth sense gut feeling that can guide them to the right people. Some of the research in this field is very good, and it could be better if business owners and managers paid it any mind.