I think it goes deeper than that it’s really. Shot in the dark because you never know how good they are until they have spent time working for you anyone can have a piece of paper that says they are capable does not mean they are good at their job

You need to established a profile candidates of what you are looking for. the next step is have a selsction proccess to test out the candiate, the process involves siencetific approach and practical approach ( career sampling).

how good he/she in his experience, how his personality will fit in with your group. How his education will help you? Why you think he/ she will be a good match. The one who does the interview should be smart enough to see body language, expression. I depend 90 percent on the interview

My question would be developed to pick up evidence of the culture, e.g., if it is a highly collaborative culture, develop a BEI question that would probe for competencies that reflect those values

Quality of candidates is the hardest part of hiring process.

To find correct person

Without qualified candidates, none of these other questions are needed.

I don't have any employees. None of those apply.

From my experience, the most challenging part is finding someone that fits the culture of the company. It's not hard sourcing for skills.

It none of what you listed.

The hardest part is knowing how the new hire will fit into the puzzle.