Being a great manager starts by hiring great people, and hiring great people starts by understanding how they make career decisions.
While using the Performance-based Interview and Talent Scorecard will dramatically increase assessment accuracy, it really won't matter if hiring managers aren't seeing enough good people to begin with. In this case, they'll just be more confident they're not hiring the right person.
Treat your recruiter as a trusted partner. When a recruiter doesn't understand real job needs he or she converts to a transactional sales approach focusing on box-checking skills. This is an instant turn-off to anyone competent. Recruiting top people involves a consultative sales process that starts with a full understanding of real job needs. On top of this add a strategic approach to sourcing and networking that enables the recruiter to uncover the best people in short order. Recruiters can make or break a hiring manager. This is why they should be treated as core members of the department and invited to every staff meeting.