Don't Hire Until You Do This

It's hard not to hire someone fast when they seem like the best fit and missing ingredient.  But what's the hurry...in the big scheme of things?  I've experienced the fast hire firsthand and in organizations I've consulted.  It most always comes with challenges that could've been avoided, in my opinion. Your business and church's best interest in personnel and customers are put on the line.  The "hire slow" process is critical in this regard.  I'm learning that an aggressively engaging interview process is mandatory when it comes to teams that directly represent the leader.
Here are a few suggestions:   
(1) Make sure you know why your organization exists.  Does the potential hire fit the purpose and not just the position?  Having a philosophical fit is just as important as having a competence fit.
(2) Use a chosen team-concept in the process of a hire.  Lean on trusted voices to give a broader perspective.  Getting 100% buy in isn't the goal, but obtaining a bigger picture is.
(3) Give ample time for the potential hire to fully grasp the purpose and culture of the organization.  Lots of questions and dialogue in both directions will help in establishing clarity.
Entertaining various connections with different venues for those being interviewed can reveal significant traits that are important to know in the process.

All of this to say, you can be far more certain and you should be ever so choosy. When it comes to the health and forwardness of what and who you are leading, don't hire until you do at least this...

What needs to be shored up in your "hire slow" process?