Guy Kawasaki writes about the art of recruiting.

Why is it that Guy’s rule lists are so damn good? I’m fairly certain it’s his extensive experience.

I really feel like he hit the nail on the head with his Double Check Your Intuition rule.

Everyone has stories about the candidate that they “knew” wouldn’t work out who turned out to be a nightmare employee. Or the employee they “knew” would work out despite a lack of qualifications who turned out to be the employee of the decade. The problem with intuition is that people only remember when their intuition was right—truth be told, their intuition was probably wrong as often as right. My recommendation is that you ask every candidate the same questions and take extensive notes. You might even conduct the first interview by telephone so you cannot judge the candidates by their appearance. In particular, startup founders believe they have a good “gut feel” for candidates, so they conduct unstructured interviews that are way too subjective, and they end up with lousy hires.