Red Flags or Red Herrings?

I’ve seen some great talent passed over for a lot of reasons, most of them valid, but I have to wonder when I see a great candidate rejected over superficial or perceived faults.

It’s reasonable to judge a candidate on skills, experience and track record - and to seek a cultural fit - but I know of capable, talented candidates who have been rejected because of a bad hair day, or because they don’t golf, or because they had a limp handshake.

I encourage my clients to focus on the critical requirements of the role, and to consider a broad range of individuals with different strengths and backgrounds to determine who offers the best mix of experience and cultural fit.  Often, the best candidate turns out to be someone they might have overlooked, had they been distracted by superficial ‘red herrings’.

Instincts are helpful, but you have to know when to separate the perception from the reality.  The best way to do this is to clearly define the key requirements, then interview and assess based on those specs.  But have a few key individuals meet with finalists, to get a more balanced view of your candidates and lessen your subjectivity.

The last thing you want to do is pass over a winner because you let your gut win over your better judgment.







Graham Carver, President

Cambridge Management Blog

by Graham Carver, President

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