Each member of your team has a set of strengths and weaknesses in subject area, technical ability, learning ability, and too many other soft factors to enumerat

Each member of your team has a set of strengths and weaknesses in subject area, technical ability, learning ability, and too many other soft factors to enumerate. When hiring a new person, you're trying to find a fit for the existing strengths and weaknesses. For example, a team with generally good technical skills and learning ability that has gotten a little complacent about trying new technologies may benefit from a person with a lot of passion for new technology (and an ability to "sell" the technology to other team members). Basically, as a leader you're looking for a "spark" for that team. If you're interviewing a candidate who is great in every way, but has more of a "go with the flow" personality, the person isn't a good "fit". I used a simple hypothetical example around one desired trait, but I hope you understand how hopeless it is to have an objective standard for "fit/unfit" when it changes according to the dynamics of the team. A boss of mine many years ago gave me the advice, "To be successful as a leader, you have to remember that your primary task is managing personalities."