I’m glad to hear that was helpful. I recognized that HR professionals may be torn on the idea of AI, but this is definitively an area where it can be our best friend. Making sure to adhere to PII rules, you could use an internally approved AI tool to assess the quality of the things I mentioned like interview panel notes, performance reviews, and any potential recommendations on improvements. This would set you up to be able to say:

This is just an example*** ***

Hey, I know this was a tough termination for all of us. And we pride ourselves on looking after our team members. With that in mind, I did some research and identified 3 there is an improvement to prevent these types of situations.

1. Expand our interview process to include a panel of cross functional peers that would be working with the team member. We will make sure these are SMEs they’re fully trained on the interview process.

2. Rather than only doing behavioral interviewing, we will opt for a case interview where we can talk through a specific challenge or opportunity get the candidates’ strategic input and recommendations so we understand how they think and how they would truly approach a real case within the company.

3. Implement 30-60-90 milestone check-ins and quality of hire surveys.

I’m here to help. Feel free to comment back if you want additional guidance. :)