If you hire five people but can only keep one for whatever reason because they are all good, then you have a problem of riches. This is a solvable problem. Wor

If you hire five people but can only keep one for whatever reason because they are all good, then you have a problem of riches. This is a solvable problem. Worst case scenario is that you do quality vetting and then place these hires into other organizations that need them and (maybe) don't hire as efficiently. If you're a big org, HR people should know HR people and make that happen. If you're at a small org, just use contacts of the founder/C-suite folks -- good people don't grow on trees and will be welcome additions to other companies/teams. The more likely result is that a not small percentage of the people actually interview way better than they perform. It's ok to let these people find a new place to work -- they have effectively engaged in false advertising.