EMPLOYER CENTRAL: CANDIDATE SCREENING
Clarity. Before you begin reviewing resumes or conducting interviews, be absolutely clear about the set of skills this position requires. Prioritize those skills realistically, understanding what skills might be transferrable and which ones must be absolute.
You may absolutely require that a candidate has been responsible for delivering a product to market - from cradle to grave. But, it might not be mandatory that they delivered a product exactly like the one you need to have built.
You may follow your priority list with a list of preferences, but these should not come into play until your priorities have been met. Do not confuse the two. It is easiest to hire someone you like and who you feel would fit your team well.
But, they may not, in fact, possess the skill set you need to achieve the objectives of your organization. Make sure the candidate meets the requirements you need, followed by a strong look at their intangible talents and how those might contribute to your organization.
If you have attracted two or more candidates who meet your criteria, you may wish to take advantage of a myriad of personality profile tests now available on the WEB. (link)