Don't see how that's strictly better since the person loses out on potential feedback from the PIP vs straight firing.

PIP also doesn't prevent someone from getting severance, firing is firing.

I see your point. My points are that if one really wants to show respect then (a) don't waste people's time and (b) give them a respectable severance. If you can do (a) and (b) via a PIP process, then that's cool.

Interviewing fulltime vs potential feedback? Notice pay is different from severance.