Think about how much you want to share with your assistant in advance. It might be better to say less about your misgivings and see if he or she picks up on what you sensed. She or he might be able to confirm or dispel your concerns. When misgivings cannot be easily allayed, it may be necessary to ask the individual to undergo further screening. For example, an additional interview, extra reference checks, a performance assessment, or a probation period might provide enough additional information for the decision to become clear.
Caution is advised, however.
Here is the basis for pushing hard to identify the source of unease. You may be called upon to defend it in the face of an allegation of discrimination. You may be faced with a difficult choice. You place a candidate you are still uncomfortable with, which may increase risks, and which will certainly increase the importance of all post-screenmg nsk management mechanisms. You decline the application of a candidate on less than clear or defensible grounds which leaves the organization vulnerable to discrimination claims.