“Hire slow, fire fast” is the newest mantra in business today. Like Carlene Loughlin discusses in her post, selective hiring processes enlist only the “best of the best,” and brisk firing practices ensure a dynamic and constantly productive workplace.

Although hiring slowly and firing fast may a popular trend, it may not be the ideal course of action for all businesses. The most obvious case in point is startups, many of which have a very short life span, and hiring slowly would fatally mar the company’s performance rather than improve it. Instead, startups should follow its own specific hiring formula: “hire fast, fire fast” (as suggested by Mark Suster on TechCrunch).

Personally, I would prefer hiring fast and firing fast for all businesses, not only startups. No matter how furiously selective a hiring process can be, the firm will never truly determine an applicant’s job performance and effectiveness until they begin working for the company. However, this does not mean the firm should hire everyone who applies; there should always be a scrupulous screening process to dismiss those who are unqualified. The point is that employers should be more open-minded while recruiting. It is more practical to test the suitability of a few potential applicants, than reject many promising candidates under the pressure to find the perfect fit.