You're sure about what key qualities you're looking for in any new hire professionalism, reliability, intelligence and versatility. But did you know that by how you approach the hiring process, you might be disqualifying the best candidates without even realizing it?

This article will use proven, yet little-known science-based tips to make sure you're considering those folks who will best benefit your company. Follow these strategies to ensure you choose the right person for your organization's needs.

Listen to a candidate's vocal cues.

We all assume that a potential hire who's fidgeting, shaking or sweating obviously might crack under high pressure on the job.

What you really need to watch out for, though, are candidates who speak very slowly, according to Canadian researchers. Those are the people who most likely are truly anxious at the prospect of working for you.

The fewer words per minute a person speaks, the more nervous that person is perceived to be, the researchers found. The vocal sign a candidate will be relaxed under the gun? A warm, friendly and assertive tone that stays consistent throughout your interview.

Watch the language you use in a job ad.

A study from the University of Vermont found that using terms like "needs-supplies" in your listing can attract almost three times more highly rated candidates to apply.

This is because great applicants are attracted to employee-centered ads that address their own goals. They feel a kinship and desire in supplying your needs, so they themselves can do well.

Avoid words like "demands-abilities," which sounds inflexible in that they are focused on what you demand your hire provide your company.

Facebook check effectively.

It's great to hire an extrovert but you want to make sure that candidate is outgoing in a positive way. A University of North Carolina study found that people who put references to alcohol on their Facebook accounts are often automatically discounted by many potential employers.

However, those candidates are most likely extroverts whose personalities may be a perfect fit for the sales position you're trying to fill. It can pay to dig deeper in a face-to-face interview with such a candidate, asking questions that would eliminate concerns about excess alcohol use so you don't risk missing out on a talented applicant unnecessarily.

Also, know that badmouthing any person or organization on Facebook is invariably going to be bad for business, so keep that in mind when checking the profile of a candidate you're interested in. Chances are great that if that candidate speaks poorly of others, he or she will do the same thing eventually about your business.

Avoid hiring someone you like just because you like him or her.

Data shows that more than half of surveyed employers who bond personally with a candidate during an interview want to choose that candidate for the job based on "cultural fit."

That may mean that a more qualified and competent person is overlooked, ultimately to the detriment of your organization. Always keep in mind that no matter how fun to be around a candidate is, if he or she can't cut the mustard work-wise, you must go in another direction.

Go with your gut.

Sometimes the first person you interview seems perfect, but rather than trust your informed opinion, you interview fifty more less-impressive people, then end up circling back to that first superstar in the end.

Don't necessarily jump at the first person you see, but if your instincts tell you he or she's the one, confirm by seeing a few more candidates. Then hire your first choice chances are you won't regret it.