While hiring new talent to accommodate a growing company seems easy, industry veterans will tell you it's actually a lot more difficult than what it appears. Unfortunately, it's not as simple as reviewing a few resumes and chatting with a few candidates.

It's not only tedious, but also very stressful. There's a significant amount of pressure to get the perfect person in a short amount of time.

Understandably, finding the right candidate is imperative. Rushing the interview process and hiring the wrong person means starting the onboarding process over again in a few month-- an ordeal that is costly and time consuming for a company to consistently undertake.

Ultimately, you want to get it right the first time. Even though the pressure is on to fill that spot, take a step back and ensure that you're covering all your bases. Here are five hiring tips to ensure you're bringing on long-term, valuable employees.

1. Start with phone interviews. 

Short, pre-interviews over the phone are essential to optimizing time because resumes can be extremely vague. A quick phone call with a candidate can be used to weed out applicants who don't fit what you're looking for from the get-go. It's an easy way to realistically gauge their salary expectations, work experience and whether or not it's a good arrangement for both parties.

2. Ask the right questions.

Stop asking potential candidates status-quo questions like "Where do you see yourself in five years?" Instead, give them a list of deliverables that need to be completed as well as a list of targets they will be required to meet.

Next, inquire how they intend on reaching these goals. You will be able to assess right away whether or not they would be able to handle the workload you're proposing. You'll also gauge if they've done similar work in the past.

3. Make them feel comfortable.

Although interviews are meant to be serious, it doesn't mean that you can't take some steps to ensure candidates feel comfortable with being themselves. Ask culture related questions that have nothing to do with the job.

Feel free to ask their opinion on something going on in the news or industry headlines. It's always important to assess their personality, because that is equally telling of how they are going to fit into the company and your work environment.

4. Streamline your requirements.

Vague job descriptions means vague resume responses.

If you're finding you're getting bogged down with resume vetting, perhaps it's because you're not being specific enough. On the job posting, you should include the most important responsibilities the job entails.

This includes what work experience and what level of education is required. What tasks are employees expected to do on a day-to-day or week-to-week basis? Always take the time to effectively define what exactly it is that you are looking for.

5. Check references.

Are people really what they seem? Check in with employers that have worked with them in the past to receive feedback. They may look great on paper, but that doesn't mean that will translate in real life.

On the other hand, you may be iffy about a candidate, but could call one of their references and learn that they were an absolutely amazing, well-rounded individual with proficient skills to perform. Just ensure it's a credible reference that is giving you a genuine, honest answer and not one dodging the real story.

No matter the time crunch you may be in to get the spot filled, the strength of your team depends on the caliber of your employees. Always take as many measures as you can to ensure you're hiring the best talent for the job so that youre set up for success in the long run.