I’ve observed that companies often don’t do a good job with the “post-hire” process.
Typically it happens with service based companies most when they hire people and expect them to be productive very quickly to contribute. However, in product based companies its a bit different. We take people from college and put them for training for almost 1 year - with goals to enable them on our platform. Only after that they are given opportunity to do main stream coding.
Most service-based companies are financially motivated to get new employees working quickly, because that work directly contributes to the company's revenue (they represent billable hours to the company). I've seen this attitude in many India-based software contractors, where they will throw very inexperienced programmers at a project with a single experienced tech lead overseeing their work. This often doesn't end well for their customers.
Product-based companies generally know the dangers associated with turning loose an inexperienced coder into an unfamiliar code base. So they are much more careful about throwing a difficult project at a new programmer, unless it's a standalone project. And in fact, this often leads to employee dissatisfaction, if the employee is a talented programmer, because they find their skills are being wasted out of too much caution by their employer.
I prefer directed training on actual projects rather than sending people to classes, etc. This also depends on the experience and skills of the new hire are, of course. So I just don't hire anyone who I don't think can make a near-immediate contribution of some kind to our projects. This is a small company mentality that I still have from when I started my first software business, and we had to watch how every dollar was spent.