"A square peg can fit into a round hole, but only at a great cost" - SNR
How do you know if someone is the right fit for your team and your organization? Is it a mere question of technical abilities, that is whether or not they can do the job? How important are factors such as personality and organizational culture to your final decision?
Too often, job descriptions are written without conducting a job analysis. The result - The actual requirements of the job are far removed from the description. In your career, how many times have you applied for and accepted jobs only to realize it's not what you thought you signed up for? You may be overqualified, underchallenged and bored. On the contrary, aspects of the job may require more expertise, more leadership skills, or greater interpersonal skills. A job analysis provides you with information about the duties, responsibilities, work environment, skills needed, and outcomes of a job. This is useful, not only for recruitment, but also for wage negotiations, and performance management.
Your candidate is technically competent for a specific job. Are the skills transferable to any other position in the organization? What is the expected life cycle of this talent? Does the individual have the personality to adapt to the team, and both internal and external stakeholders? Are you prepared to pay the cost of adjusting the square peg to fit the round hole?