Identifying a “marginal candidate” assumes you have a hiring process based on objective standards and data. Otherwise it’s just subjective. I have preferred to

Identifying a “marginal candidate” assumes you have a hiring process based on objective standards and data. Otherwise it’s just subjective. I have preferred to hire what the author calls marginal candidates who show curiosity and desire to grow and put the effort into training them. I know mentoring and training have gone out of fashion these days, in favor of the foolish idea we can wait for the perfect candidate to show up. Hiring managers should demonstrate more willingness to grow people in their jobs (or “roles” if you prefer), and more willingness to take on some risk rather than hiding behind made-up hiring standards. Stop covering your ass and learn how to actually manage and develop people. There are plenty of talented and motivated people who might look marginal in an artificial interview process who can turn into valuable contributors if the manager would only invest some effort.