Every recruiter has had this experience--you hire a job candidate based mostly on that "gut feeling" but end up with a disaster and mess to clean up.  Bad hiring decisions come with the recruiter territory; but there are some things every recruiter can do to reduce the amount of bad hiring disasters they experience:
1.    Make your hiring decisions based on 100% facts, backed up with hardcore evidence.  If you have a "good feeling" about a potential candidate make sure that you collect all of the supportive evidence for your feeling before you hire.
2.    If you are interviewing a candidate in a group setting, make sure you inform subordinates and peers that it is okay for them to raise concerns about the possible new hire. Ask them to explain why the may "feel" a certain way about a possible new hire.
3.    Don't place too much value on the job candidate's presentation skills.  Some candidates will be good interviewers while others may be poor interviewers, this does not necessarily reflect their ability to get the job done correctly. Make sure you look at the candidate's critical traits such as teamwork skills, self-discipline, leadership skills, motivation and whether or not he/she is the right cultural fit for the company.