First, if you are new to hiring, every leader/manager goes through a learning curve how to get better at hiring. The only way you get better, however, is if you stand back after each disappointing hire you've made and ask yourself:
* what cues or signals did you miss about the new hire? what flags went off that you did not pay attention to that in hindsight you should have?
It may not have anything to do with what they said. Like you said, people can talk a good talk. Perhaps, it is certain behaviors. Maybe certain body language. Maybe you felt uneasy with this person for no known reason.
* are you clear on your expectations and responsibilities for the given role? If you think you are, how do you know you are clear? how will you know the potential employee is clear?
* when they don't live up live up to your expectations, how do you deal with that situation?
* There's a well known saying ... hire for attitude; teach the skills.
Too many leaders hire for skills or just interview for skills. Those can be developed. Attitudes are much harder to change.
-- what attitudes do you need in your new hire?
-- what different interview questions do you need to ask to get a new person with the right attitudes, qualities, mindset, etc.?
* if you have a pattern of hiring wrong people, what thinking, perceptions, beliefs, etc. do you need to change within yourself to have a different outcome?
Finally, you say in your original description ...
"What i have noticed that it's such a rare occurrence to find motivated professionals - people who will AT LEAST do what they are suppose to. And i very rarely encounter people that love to work, create and are driven to become better.""
The kinds of people you say you are looking for are out there. You may be looking in the wrong places, not assessing your learning lessons with each wrong hire or have exceptional high standards that no one can meet.
If you don't believe they are out there, then you will never find them. Our beliefs drive our outcomes.