I don't know about the USA but in Canada an employer can fire you with no reason for the first 3 months of your employment unless there is an employment contrac

I don't know about the USA but in Canada an employer can fire you with no reason for the first 3 months of your employment unless there is an employment contract that says otherwise. And employment contracts are rare except for senior management roles. So why don't more employers build their recruiting around that? Don't sweat the exact skills and experience. Instead ask questions that reveal a candidate's attitude and how they would approach dealing with various hypothetical situations. Then when someone pass those tests, and also promises you that they do indeed have the skills to do this job even if their experience is not a 100% match for the requirements list, then hire them. Put them to work. Check up on the results every couple of weeks and if it is not on a trajectory to where it needs to be in 3 months, then fire them. This is more like how people were hired before the 1960s. The company was less concerned with your exact skills and more with personality, attitude and intelligence. Then you had to bust your ass and learn on the job, working in a team that would support you. Time for the pendulum to swing back again. In particular with technical roles. Quite frankly, if someone has a couple of years building .NET applications then they should be able to contribute real value to a project building an iOS app, or an Android native app, or an underscore.js app with node.js backend, or a Java webapp. The technology stack is just a pile of minor details that you can learn or google on the job as needed. But the essence of coding is the same.