In a recent post, I encouraged hiring managers to be open-minded when interviewing candidates that don’t fit a preconceived image. Remembering that the goal is a good performer, not a good interviewer, readers were advised to follow the “Fours D’s: Drill Down, Don’t Dismiss” to avoid disqualifying candidates too hastily.

It’s also wise to avoid the opposite trap, falling in love with a candidate--at any point in the process--without a rigorous, objective evaluation. This happens more often than one might think, and it affects the whole candidate pool. Not only does the “savior” candidate not get vetted adequately and objectively, the other candidates don’t get a fair look because the hiring manager has stars in his eyes.

Register or login for access to this item and much more

All Health Data Management content is archived after seven days.

Community members receive:
  • All recent and archived articles
  • Conference offers and updates
  • A full menu of enewsletter options
  • Web seminars, white papers, ebooks

Don't have an account? Register for Free Unlimited Access