There is no perfect candidate, leaving us to hire someone who has some limitations. Ideally, some of those moments of hesitation will display themselves in the interview or reference check process, allowing the hiring manager to weigh the pros and cons before making an offer.
Too often, supervisors “hope” that their fears will be unrealized and everything will turn out well. They don’t want to bring up negatives, so they don’t say anything to the candidate/new employee. A better way to facilitate that process is to be very candid up front with the candidate about the weaknesses others saw in the interview and the concerns you have. It will give you shorthand to quickly refer to the initial “these are the hesitations” conversation you had at the start, allowing you to nip the behavior in the bud as soon as it is observed on the job.
Pay attention to your gut and be clear about your misgivings. It’s much easier to heed red flags and take precautions than it is to drag someone out of the water.
