The fundamental goal of every organization is to provide quality products and services, be a pioneer in the corporate market, and achieve maximum customer satisfaction. The current concern pertains to how organizations can effectively implement these goals within a practical working environment. This study focuses on improving quality in the recruitment process by highlighting means and mediums that contribute to biased or faulty recruitment, resulting in the loss of best-fit candidates. Faulty or biased recruitment mainly refers to the conscious and subconscious biases exhibited by recruiters toward the candidates. This descriptive study is based on a real case study, employing the observation method of data collection to shed light on the issues caused by recruitment biases within an organization. The study also demonstrates a set of key factors that cause faulty recruitment and suggests possible solutions. The findings elaborate that faulty recruitment is due to cognitive biases, unstructured interview methods, and human errors. The recommendations show further precautions to be considered to avoid biases in the recruitment process.