Yes. So, I work for a defense contractor and we can hire somebody into a start date within a week, but it might take a couple of months before they can enter the office, even online. During this period is where most people fall apart. Either they cannot get their administrative requirements together, cannot get their required certifications complete, or end up with a competing job they find better. They have not even gotten to the social interaction part of the job yet, but we are already starting to get a sense of their ability to lean in and participate by the time all their roles and permissions come in.

Then we have a 90 day evaluation period where I write something up and sit down with the employee. I have never had anybody fail out by this point due to performance. With on-boarding so long everybody has time to really settle in. Even after they can come into the office/online there is still a honeymoon period. From a supervisory perspective it gets real at the 6 month or 12 month evaluation based upon the volume of assignments and quality of participation. I am super chill as a supervisor so as long as the employee gets their work in at the client's timeline, keeps the client happy, and is as helpful as possible to the rest of the team everything is kosher. I have released candidates for negative performance almost never, but it has happened.

I have had an Army general officer tell me in the past that to get there they just have to do the job they are assigned and don't put their boss in hot water. I heard the exact same thing once at Bank of America, and it works for me as well. The people that bubble up for promotion tend to be the people that accomplish the most from the least effort, not the harder workers, because those are the people that can be assigned their same job plus an additional job. That does not mean taking shortcuts either. Part of doing more means overwhelmingly helping people in the present for building out relationships to leverage into the future.

That is very interesting, it is like a starting filter for candidates which can catch candidates that might not be a fit for the job after all. Basically the candidate was lacking the discipline and patience to be able to handle paperwork and administrative duties to even start doing the job. Got me thinking how would it be possible to catch something like this before it happens, would be a very big challenge

So it all boils down to, handle the administrative challenge first, then make the boss happy and not make his life harder as well as everyone on the team and lastly for promotion simply be efficient, I like this framework it works so well.

I think these all work for any industry, since defense is a bit stricter then there is a higher chance to avoid a bad hire.