It was my job to rebuild the IT department at my previous company. Writing a job description and fielding resumes on Indeed were the initial steps, followed by screening interviews. It was then time to really get to know the candidate(s). A thoughtful LinkedIn post showed up in my feed, which called out how unrealistic the hiring process can be. It's worth taking some time to check out.
Here's what helped me build a strong team:
Your job isn't over after someone's been hired. A good manager builds a team that stays together.
Here's the hardest part to accept: some people just aren't a good fit. We like our colleagues; it's only human. My dad had some brutal but insightful advise that helped me in those situations, "They're all "good guys"." Someone who cares about people will cut employees slack, and always expects that kindness will be rewarded with good behavior. You can't make that assumption: document problems, days off, and other things that could end up being challenged (legally or otherwise) after someone leaves the company. It's rare, but it happens. Do not be caught unprepared.
You may also permit someone to overstay their welcome, out of kindness, which isn't good for your organization OR them.
My experiences may not align with yours, but I wish someone had sat me down to discuss these topics. Overall, one of the greatest accomplishments in my career was seeing team members grow and improve, both in and outside of the office. That's ideal. I've also dealt with disappointments and uncomfortable situations that lingered for far too long. Hiring well helps to preempt negative encounters.