Peter Drucker recommended hiring people for their strengths and not settling for the committee-friendly, mediocre candidate that doesn't exhibit weaknesses:
http://www.nivi.com/blog/article/hir...eir-weaknesses
In theory, since you know this guy's weakness, you can be on the look out for it and take corrective action (or preventive action) to ensure that it doesn't impact the organization... at least that's the theory.