That’s why you need to find out who they really are before you hire them.
Take them to lunch. Talk a long time with them.
Ask deeper questions. Call their references. Have a friend or a future coworker/their future supervisor do the same.
As an employer, you want to know who you are getting before you get them. Because mostly, people don’t change, and you’re not the one to bet on which people are the exceptions.
You’re right Larry. Most of the time when we do a “fast” hire it doesn’t work out. It’s risky enough when you think you know someone well. I stick to my hiring process and at least conduct three interviews with different managers. Referrals from a trusted employee takes a lot of the guess work out. We like referrals around here. Lastly, when you recognize an employee that isn’t a culture fit, it’s best to terminate quickly before they do damage.