Generic methodology for recruitment

I used to hire software engineers, test engineers, documentation specialists, etc for my previous company, ControlCase India. I have followed the methodology mentioned below for all the new hires in that company.

Must:

1. Understanding of concepts: Check the candidate whether he could understand well-enough which he claims to have been.
2. Explanation skill: Can he explain the things which he understood?
3. Problem solving through construction: If he does not know a concept, can he pick-up things when given hints?
4. Drive for quest: Does he wait for hints when stuck-up or he has passion for do-it-self?
5. Suitatability to Job profile: Does he have sufficient skills for the job that he applied?
6. Matching candidate aspirations: Does ControlCase match his aspirations of learning new technologies?
7. Suitability of pay-out: Is the candidate worth of his expectations monetarily?
8. Ethics: Does he follow ethics?

Desirable:

1. Passion for experimenting: Does he have interest in experimenting new things?
2. Helping tendency in non-core: Can he help us in things which his job profile does not require?
3. Timing flexibility: Is he available as and when need arises?
4. Friendly nature: Is he interested in collaborative environment?
5. Adjustable mentality: Can he adjust with our facilities if we can't provide of his choice?
6. Minimal dependency: Can he take initiatives way-forward or waits for assistance?
7. Long-sighted philosophy: Does he want to collaborate with ControlCase for short-term or long-term?

You may then like to ask me how I should check all these in such short interviews/tests. For more details in this regard, you may contact me (my contact details are mentioned on the top of the side-bar of this blog).