Use what you know - employers usually gather a wealth of information about new employees through the psychological testing component of the recruitment process. About what is their workstyle preference, what are their personal motivators etc. It often goes into a personnel file and filed away. Imagine instead that the new recruit and their manager use it to talk about what strategies they can both use to maximize performance and satisfaction. Technical competence is only part of the story when it comes to recruitment and retention.
Cultural fit is most of it.
Identify the strong performers in your Agency. Find out what makes them so effective from their peers, their customers, and their managers. Build a profile and recruit new people with that profile in mind. The costs of not attracting and retaining the best people are not simply financial. Loss of intellectual capital, decreased productivity and performance, and lower morale are all likely if turnover is high.