Make sure the candidate's personality is a good fit for the team, have them do a fair coding question, and then hire them quickly. Give them 3 months to become productive and if not, fire them quickly and give a 3 month severance package.
You can probably analyze the data and figure out which of the employees are good at spotting good candidates and lean on them to make the decisions, but overall fast-hire-fast-fire is the best for everyone, except for fake candidates.
This also gives you the opportunity to take chances on borderline candidates or candidates with less experience.
Make sure the candidate's personality is a good fit for the team, have them do a fair coding question, and then hire them quickly. Give them 3 months to become productive and if not, fire them quickly and give a 3 month severance package.
You can probably analyze the data and figure out which of the employees are good at spotting good candidates and lean on them to make the decisions, but overall fast-hire-fast-fire is the best for everyone, except for fake candidates.
This also gives you the opportunity to take chances on borderline candidates or candidates with less experience.