The purpose of the hiring process is to avoid hiring the wrong person.
We address this purpose by trying to predict how well-functioning someone will be perceived to be as a member of the organization and holder of certain roles.
How well-functioning we perceive someone to be is affected by their:
Since behaviours are the most difficult to affect in a person, the number one priority of the hiring process should be to assess the intuitive behaviours of someone and how that makes them difficult to lead, collaborate with, or makes it challenging for them to align with our values and culture.
Skills are less difficult to build, and should therefore be the second assessment priority of the hiring process.
Priorities are the least difficult to affect and should there therefore be the last assessment priority.