Eh, I don't really buy into this. The employee is giving up roughly 50% of their waking life to work for a company. Does that employee get to go through financial and human resources records and make sure that they're not wasting their time by taking a job at a company that will go out of business or treat them poorly?
Risk is assumed on both sides but only one gets to dig into the other's life.
You can vet most businesses fairly well on the internet now. Many companies are doing that too for that matter. If an employee walks away from a job they still collect pay for whatever commitment they gave. If an employer has an employee walk away they assume all costs of training, the hiring process, the paperwork, etc. Last I checked, you don't pay back the days you trained or sat through new hire stuff. That's all on the company's dime for the potential of you working out for them.
The HR end of things ain't cheap. It's why turnover in so many fields (social services in particular) is so costly and damaging to the industry. Companies have a lot of upfront costs that can be very damaging if they get burned frequently.
Over the long term the investments are probably about equal, but in the first few years the company assumes a lot of the costs should something go wrong. They have a right to protect those costs.