Strategies for evaluating candidates (Zhou)

Hiring is always a gamble, but try to minimize downside and increase upside.

Look at previous work that relates to your role. This is one of the better predictors. If they did it before, they can do it again.
Recommendations from primary sources are also a big indicator.
Involve multiple interviewers, and seek out multiple perspectives on the candidate.
Ideally someone on your team will be passionate about bringing the candidate on board. Try to avoid unexciting consensus hires.
Prep interview questions, and keep them similar between candidates for better comparison.
Reject toxic people (see /No Assholes/ in Creating an environment of support (Zhou))
Try to create a team of diverse perspectives.
Look for people who are capable of more than the immediate position. They will grow and help in ways you can’t imagine right now.
It’s even more important to fully evaluate candidates for leadership positions because they will have such a big impact on the company.

References