Write a concise job description that truly reflects the skills, knowledge, expectations, and deliverables required for the position. Quantify the percentage of time spent on key tasks to help explain the main focus and responsibilities of the job.

Make sure your written job description matches your verbal explanation of the job. If there’s a disconnect between a written job ad and verbal descriptions, it may leave the candidate feeling like they’re on a wild goose chase.

Phone interviews save everyone time and can give you valuable insights into a candidate’s communication style, motivation, etc.

Use the interview process to help candidates learn about your corporate culture — the work environment and their fellow co-workers.

Don’t lose a great candidate by prolonging the hiring process unnecessarily.

Maximum one hour per interviewer!

Have a focus with key discussion points and clear expectations. Allow time and "openings" for a candidate to ask questions.

Identify the key characteristics of your most successful employees and evaluate candidates against them.

Have an answer as to why a "smart, energetic, ambitious individual would want to come and work with you rather than with the team next door." (The McKinsey Quarterly, 1998 No. 3, "The War for Talent.")

For a permanent employee, hone in on the candidate's corporate fit. For a consultant, verify the candidate's track record and ensure that his or her skills and expertise are compatible with your specific project needs.

After all, your employees don’t work for money alone! Help them understand how you show and communicate your appreciation and value for all their hard work and effort.