As most hiring managers can attest, few things cause more headaches than discovering you've chosen the wrong person for a job. First, there's the time you spend trying to acclimate the new hire to your team – often to no avail. Then, there's the adverse impact that an underperformer has on your department or firm. Finally, there's the parting of ways, which often takes a toll on morale while leaving you with yet another spot to fill. All in all, it's a scenario best avoided.

Following are three types of poor hires and strategies for recognizing them before it's too late:

#1: The Desperation Hire. You need a web designer for a pressing project and can't find a candidate with precisely the right skills – except for Kate, who seems to have mastered Flash, as well as a number of other pertinent applications. Kate's technical expertise is so desirable and hard to come by, in fact, that you're willing to overlook the fact that she showed up late for the interview and has appeared fairly aloof during your conversations with her.

Strategy: Don't let an urgent need blind you to an unmotivated candidate. If you're in a bind, buy yourself some time by hiring someone on a project basis. You may even find that your freelancer is open to a full-time job.

#2: The Mirror-Image Hire. This candidate reminds you of someone you're familiar with and admire – you! You love how the applicant, like you, is a stickler for details and has a book of work that's similar to your own. Although he doesn't seem comfortable when presenting his ideas – something you can relate to – you're hoping he improves with time.

Strategy: While it's natural to gravitate toward applicants with similar skills and experience to your own, you may be better off bringing in a professional whose skills complement, rather than mimic yours. This is especially true if you're running a small business. If, for example, you've never been a strong self-promoter, hire someone who is. Remember, you're choosing an employee, not a clone.

#3: The Group-Think Hire. Your five team members have each met with three top contenders for an open production position, and they are split about who should get the spot. You're trying hard to build consensus, but it's an uphill battle. Finally, you decide to hire Dan, because he seemed to meet with the least resistance.

Strategy: You've no doubt heard the saying about too many cooks in the kitchen. Well, too many decision-makers in the hiring process isn't a good thing, either. While it can be useful to gather feedback about candidates from staff members who will be working directly with the new employee, hiring by committee can cause you to select the least objectionable candidate rather than the strongest one. It's better to let team members privately provide you with their perceptions about job applicants, and then have one or two people make the final choice.