Why the First Candidate Is Often the Best Candidate

Why the First Candidate Is Often the Best Candidate

When looking for a new team member for a client, the first step is to understand the role and what experience and skill set is needed. As Recruitment Consultants, we use this information to conduct a targeted search, reaching out to candidates in our network who tick the boxes. They have the right technical experience, understand the requirements of the position, align with the company culture and are genuinely interested in the opportunity.

The feedback is positive. Then comes the question: “Can we see one or two more candidates for comparison?”

It can seem like a reasonable request. A perfect candidate has been found within a short timeframe, so clients often wonder who else may be out there. Also, we understand (more than most!) that hiring is a significant decision, and nobody wants to feel they have may have missed out on someone better. But there’s an important consideration that often gets overlooked, that the first candidate presented is frequently the strongest match because the search was designed specifically to find them.

At ASR Recruitment, when we take a brief for the role, we don’t simply look for people with the right job title. We consider the technical requirements, project experience, career history, personality, motivations and the type of environment in which the candidate will thrive, and we then target a defined group of people who meet those criteria. A targeted search produces targeted results. We are not trying to produce a longlist of available candidates, we are trying to identify the people most likely to succeed in the position.

When we present a candidate who closely matches the brief, it’s because they have been found with a tight search. Asking for additional candidates results in a more open search with loser parameters, and candidates who likely will not meet all of the requirements. This doesn’t mean that the next candidate will be unsuitable. It means they may not be as strong a match as the person already presented.

More choice is not always better choice

Mostly, the strongest candidates in our network are employed, performing well and not actively applying for jobs. They need a compelling reason to consider a move, and when the right opportunity comes along the momentum needs to be strong to ensure a successful outcome.

Delaying a decision to compare candidates who may not be as well aligned creates risk, as the original candidate may lose interest, have doubts, or even accept another offer. The recruitment process takes longer, the vacancy remains open and the business continues operating without the person it needs.

High volume of candidates does not ensure successful recruitment outcomes

A successful recruitment process should be measured by the quality of the appointment, not the number of candidates interviewed. Our role as recruiters is to understand the brief, identify the right people and provide an informed recommendation. That includes being confident enough to tell a client when we believe we have found the right person.

Throughout the recruitment process, including interviews, references and other employment checks, if a concern emerges, or the candidate is lacking in an area, the search should continue.

But if a candidate has demonstrated the skills, experience and attributes required, and both parties are enthusiastic about the opportunity, what are we waiting for?

Confidence is needed to make the decision

The next time you have a candidate who genuinely fits your brief, consider whether you need another candidate or simply want reassurance that you have made the right choice. If the right person is sitting in front of you, don’t let the pursuit of a hypothetical better candidate distract you from the one who is best placed to do the job.

Successful recruitment isn’t finding the most candidates. It’s finding the right candidate and having the confidence to move forward with them.

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ASR Recruitment is a boutique recruitment agency specialising in Technology & Digital, Marketing and Communications, Accounting & Finance, Construction, Human Resources, Engineering, Safety, Procurement, Transport & Logistics, Manufacturing, Legal & Risk, Administration & Customer Service.

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