On a Manager Tools podcast episode they talk about hiring against a standard. First, have a standard (the six dimensions you mentioned fit the bill). Make every interviewer ask the same, or very similar, questions. Use the standard as your only source, and evaluate candidates against that. Hire the strongest one.

They ask interviewers and hiring managers to ignore "future potential". Humans are incredibly bad at predicting the future. Even if you think you can say how a person will perform in 5 years, the role might change, the market might change, customers preferences, personal developments, etc...