Some time ago, I wrote,

"When it comes to filling roles at your company, rather than dwelling on who is right and who is wrong,  business leaders should dwell on 2 things:

1. Character Differences…particularly, the interplay between individual’s egos
2. Individual’s Talents…particularly, the extent individual’s talents deliver value to the business"  [for more thoughts in that area, see Getting The Right People on Your Bus]

A little later, I wrote,

"In a 2011 Canadian Corporate Culture study, 85% of respondents indicated that cultural fit is more important than necessary skills when hiring. 

When you are hiring a person to join your business you must work to understand whether or not they will 'fit in' your business Culture.

That means at least 3 things:

1. You must understand your business Culture and the details of its embedded Values and your rules [our Master Rules],
2. You must understand the employee-candidate's personal Values, and 
3. You must determine whether or not the employee-candidate is compatible with our business Culture."    [for more thoughts in that area, see Having Values, Delivering Value, & Recruiting Great People]

Why did I write those points?

I wrote them because I have witnessed many people recruiting at the 50% level. I mean, when they are recruiting they do half the work they need to do:

• they cover the tangible-technical aspects of the role, making sure credentials are in place, spending time figuring out the candidate's ability to perform the key of the role, etc. and Tasks
• they fail to cover the intangible aspects of the role such as culture fit, values fit, etc.

1. Uncertainty is always the scenario: none of us can foresee the future. The best we can do is make predictions and make adjustments as less-desirable-than-forecast situations arise. 
2. Waiting for perfection is a luxury few can afford. Working for perfection is a strategy for disappointment. 
3. Have a thorough hiring process…but do not aim for perfection. Communicate openly…about tangible/technical facts and the intangible aspects of your business culture/environment. Involve many people…so your company and the candidate have the ability to observe one another…over a period of time. Be thorough. And take action.