Of course you not judge the coin by one side. You need to bothsides. You may mis the objective of the person when you look for.one sise

Without understanding at all what the business itself is... could it be a mcdonalds that just needs a well oiled machine that has every step in place... and doesnt want innovation from employees? Because that would make sense for not wanting standout people more

Probation will give you time to find if it's deserved confidence or toxic arrogance

Confidence comes from ability and knowledge in the field. If you are afraid of strong personalities, it is your weakness as a manager. Hire best... talent and manage them well. Anyways, weak personalities may be obedient, but do not add much value to the organisation. This is the key to progress. more

Arrogant? Very confident? Too independent? Its sounds like you've already cast judgement and decided you dont want these traits on your team. I wonder... why that is. This sounds like code for not easy to bully=arrogant; knows the job and will likely show me up=too confident; has sunstantial professional boundaries = too independent. One has to ask is this about a competent,confident team member coming on board OR is this about you feeling threatened by someone who has the potential to out perform you and the rest of the team and possibly raise the bar which could raise questions about current performance? Confident,competent managers always look for team members who are better than they are
It makes them look good. The better question you should be asking is why does this bother me and why am I afraid of bringing this person on board. more

It's not cocky if you can back it up. It is confidence, and not unwelcomed by most results driven pros.

It's not cocky if you can back it up. It is confidence, and not unwelcomed by most results driven pros.

The better question is: are we hiring someone to perform a role, solve problems, and bring measurable value — or are we hiring someone to make us... personally comfortable?
A candidate who knows their worth, speaks clearly, and works independently may feel intimidating in some environments. But if their references confirm they are excellent, professional, and capable, then the concern should not be confidence alone.
Arrogance refuses feedback. Confidence accepts accountability.
That is the line hiring managers should be evaluating. more

Confident and arrogant are vastly different. I'm exceedingly confident but never arrogant. I believe that i can learn something from every person on... any team that I'm part of and when I learn I grow. I'm a natural leader but I don't need a title, and I live seeing others succeed. Arrogance is believing that you are the only person of value on a team and that no one can teach you anything. Hire the confident person, the arrogant person will kill your team morale. You have to figure out which type of person your candidate is.  more

How did you feel about his or her arrogance, did you give him or her trial. If not hire him or her and give probation period.

A self-confident candidate person can deliver or grow your company.

Go strait away and hire the person, though i don't understand what you mean by being arrogant? Forget his/her arrogant

Self-confident and arrogance are different. A candidate's confidence means alot but they also have to be willing to accept direction and willing to... learn. Its always a balance more

I'd hire.

The other day I was denied a job at I am not tough during interview, the boss wants a tough person. Now this one is being denied for being tough and... confident. It is either the HR is insecure or do not know what they want. That guy can grow the company to another level of growth. May be your team looks well coordinated because they are at comfortable stage that ain't giving you the growth you need. more

What do recruiters really want? when is confident being over confident or less confident?

If you're looking for a specialist, why would you hire somebody else less confident? The only way you'll know if he's a good fit is to give him a... trial period, and by then I presume you'll still have your second choice candidate details still to hand. more

It depends on the qualities you are looking for. if they job requires a less confident person, dont hire him

I have had someone of that calibre in my team. Totally kills team spirit, arrogant, and even undermines you openly. No is the answer.

Of course you can't judge judge someone's entire because of a day of interview, you may miss a very objective person who would help challenge and grow... your company, I would rather do a probation recruitment  more