Kelli Crane's philosophy on hiring is simple: "Find the most talented individual who has the best fit with the organization," says the senior vice president and CIO of Thomson Reuters.

Crane's straightforward hiring mantra belies the effort she puts into finding the right IT professionals for her organization. In listening to Crane discuss her hiring practices, you quickly get the sense that she takes talent acquisition very seriously, that she's conscientious about choosing the right IT candidates for Thomson Reuters, and that she's worked diligently to improve her interviewing skills and to learn lessons from her hiring mistakes.

When Crane hires, she's not just aiming to fill an immediate need. "When I hire, ... I'm looking to bring a talented individual into the organization so he or she can make a significant difference in the company long term," she says.

One of her techniques for identifying individuals who will fit with her organization is to think of Thomson Reuters' corporate values when she's interviewing a candidate for a position.

"At Thomson Reuters, culture is defined by our core values, which are: customers are the heart of everything; performance matters; people make the difference; and business is global," she says. "I keep these values top of mind when I'm hiring because the extent a candidate fits with these values often translates into the level of success he or she will have here."

In this final Q&A for the series The Hiring Manager Interviews, Crane makes the complicated process of hiring look easy. She explains how she finds and vets candidates for jobs in her IT department, and she offers tips for IT job seekers on ways to improve their cover letters, résumés, and chances of acing the job interview.

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Beth Ehrgott: What types of people do you interview for positions inside your IT function?

Kelli Crane: I typically interview mid- to senior-level positions. However, depending on the need and role, I might interview someone for a more junior position. I love college recruiting, although I do not have the opportunity to regularly do so. I actively recruit for current and future roles. If I meet a person at a networking event or even on an airplane, I assess if that individual would be a good fit for a potential role here. I often remember people who have impressed me during these conversations when new opportunities arise.

I also frequently interview candidates for senior leadership positions in other functions, especially those who will be working regularly with the CIO group or IT in general.

What is your process for interviewing candidates for jobs inside your IT organization?