I believe a probationary period is fairly standard in the U.S., even if the candidate doesn't know it. Generally it's a 30/60/90 day plan, feedback from managers, etc. If they don't live up then you start reevaluating fit.

If I got a 2 month severance package after being fired for working for 2 months then I would be ecstatic.

Now does reframing it solve your problem? I'm not sure -- that's a question of how to influence.