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Every company wants to hire the "good guy" as opposed to other applicants simply because these candidates would be more or less effective in the position that these people are applying for. Though this could be considered as effective to companies, there are times where this kind of strategy would not work.

Here is a good example:

Selecting athletes can offer a clear example. At the lowest level jobs, maybe "T-ball", or little league, the selection criteria for a baseball player are very broad: dexterity, lack of fear of the ball, and a desire to play. As we move up to the high school or college level, the baseball selection criteria get more focused on the four general skills required for the game: running, hitting, throwing and fielding. All four of these general talents are found at the highest level in the best athletes. Thus, it is often true that a coach who needs to replace the pitcher must shift him to right field because he is also one of the team's best hitters.

There are times wherein you have to hire a candidate despite the fact that there are risks involved. Of course, the benefits that could be gained once that person would be hired should be equal than or greater than the risk involved. Some could call it a gamble but sometimes there is no choice but to do it in order to hire the right person.

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