In a recruitment process, everything must be done to limit the risks of cognitive bias. There is nothing riskier than relying on intuition to select a candidate.
Dave Bailey has already paid the price and this has led him to completely change the way he recruits. He shares his method in a comprehensive post. Read it as an interesting source of inspiration to build your own process.
Before designing the interview process, you need to clarify the role you’re recruiting for. The clearer you can visualise the role, the better you can interview for it. And the key is to write two job descriptions. We’ll get to that in a moment. [...] I recommend starting by listing all the tasks and activities the role is likely to involve. If you can’t come up with 25–50 tasks, you need to research the role, either with advisors or on Google.