I think the same thing can be true of highly qualified professionals as well. If you are hiring good developers and designers, it may make sense to take the sam

I think the same thing can be true of highly qualified professionals as well. If you are hiring good developers and designers, it may make sense to take the same approach: Did we not screen for the right technical fit? Did we make a mistake in assessing the cultural fit? Professionals and managers can have a lot in common in this way. On the other hand, a large organization has many other kinds of staff. When you hire other types of employees (call center workers, loading dock workers, bookkeepers, etc.), you don't necessarily have the ability to do the same kinds of screening in advance, and you won't always be able to find workers with the same level of commitment and professionalism to staff lower-tier positions. So you're more likely to fire someone simply because they couldn't or wouldn't do their jobs correctly than you are with professionals and executives.