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Slide1Imagine this…

You are interviewing for a critical position within your organization that will report directly to you.  You have worked with HR and your senior team to narrow the field to two final candidates.

 The first candidate has the ideal background and credentials for the position you need to fill. In fact, this candidate is highly qualified and everyone throughout the interview process has really felt she would be the right choice for the position. Obvious skills aside, you just don’t feel the connection – this is not someone you would be comfortable going to coffee with…

 The second candidate does not have the exact background and skillsets you are looking for, but you can really see yourself in this ambitious go-getter. He has a lot of the same strengths you perceive in yourself and you would really like to mentor this person to succeed within the organization, as you have been. Others, throughout the interview process, have noted a slight skill deficit and the potential for not being able to keep up with the position.

 Although the qualifications of the two candidates are not equal, you have a strong disposition toward candidate number 2…

 What will you do?

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