I think you're way underselling the existing methods, or maybe I'm misunderstanding your words. To me if something is terribly, atrociously, disastrously broken

I think you're way underselling the existing methods, or maybe I'm misunderstanding your words. To me if something is terribly, atrociously, disastrously broken you must stop using it immediately, because its harmful to use it any further. Are we really at that stage? I think having an honest dialogue about hiring is also about accepting that there are things that are working about the current system - even if it needs changes. Broadly, I feel like we need to work to get better at most processes that involve humans. Managers need to get better at setting expectations, giving feedback, appreciating people's work, etc, etc. Employees need to improve their communication skills, reliability at forecasting, etc, etc. HR needs to make sure employees feel comfortable, welcomed, valued etc. Leaders need to better convey a vision for the company, etc. Basically everyone needs to improve in whatever job function they're responsible for. Hiring is no different - its just one of the many functions of a company. People love to base arguments in data, but in what cases will data/models lie to you? If a company has been around for a while, has no obvious problems keeping their employees, does that mean that another company can simply adopt their model and be successful? Specifically, should we expect that companies which measure identically on key metrics (employee churn/turnover rate, employee work/life balance perception, employee retention, etc) are also similarly great at hiring?