We find attitude is the key, it is very difficult to teach the required attitude, but skills are easier to train, this is what we do:
- If you use an external recruiter, get them in, and get them to see the culture of your company (the better they know you, the better they will be able to sieve out the appropriate candidates for you). Or if your doing the recruitment, get to know the department, and the staff that excel in the role - how do they come across?
- Once short listed, use role based profiles i.e. Harrison this will give you a good idea of a) if there attitude is suitable to the role b) how they will fit in with other people in the department (two many of the same type of people can also leads to issues in a department - aim for a healthy mix)
- At interview stage first do a technical check if you need to (loads of web based ones available)
- Have two seperate interviews, one from the department manager (role focused) and another by someone who has a more holistic view of the company. Interview again on attitude and if they will fit into the company's culture.
It is a long process requiring an out lay of money for profiling, etc but as a company it has never done us wrong. You can have the attitude of hire, hope and fire in their probation period, or your company could take pride in getting the right person each time and saving money/time in the long run.
Hope this helps and good luck