You Found a Great Candidate — But You Want to Interview More. Here’s Why That Might Backfire.
After weeks (or months) of reviewing résumés and scheduling interviews, you’ve finally met a candidate who checks the boxes. They have the skills. They fit the team. They’re enthusiastic about the role. But instead of moving forward, you pause and think: “Maybe we should see a few more just to compare.”
Sound familiar? It’s a common instinct — and one that often costs companies the very candidate they’ve been hoping to find.
The Cost of Delayed Decisions
In today’s job market, top candidates don’t stay on the market for long. Especially in high-demand fields like engineering, operations, and accounting, strong candidates are likely interviewing with multiple companies at the same time.
Waiting too long to make an offer — even with the best of intentions — opens the door for competitors to swoop in. And when that happens, you’re back to square one: posting, screening, and interviewing all over again.
Delays are expensive. Not only do they extend the time-to-fill and increase the burden on your current team, but they can also slow down production, delay projects, or hurt morale.
The Illusion of Comparison
Often, hiring managers want to “benchmark” a great candidate against others. The idea is to ensure there isn’t someone even better just around the corner.
But in our experience at Dunhill Staffing Systems, this pursuit of the perfect candidate can become a trap. Great hiring isn’t about finding a mythical unicorn — it’s about securing the best available person who meets your needs and is ready to join your team now.
Plus, comparison only works when there’s a steady stream of equally qualified candidates. In a tight talent market, that may not be realistic.
A Real-World Example
One of our manufacturing clients recently interviewed an experienced controls engineer through Dunhill. The candidate had every credential they were looking for and communicated clearly during the process.
But the client hesitated — wanting to see “one or two more” candidates for comparison. In the meantime, our candidate received an offer from another company and accepted. A month later, the client was still interviewing and hadn’t found anyone they liked as much.
The lesson? When you know, you know. And when you wait, you risk losing out.
How to Make Confident Hiring Decisions Faster
At Dunhill, we understand the pressure of hiring. That’s why we work closely with clients to refine job descriptions, set realistic expectations, and deliver pre-qualified candidates who match both the skills and culture fit you’re seeking.
Here are a few ways we help you move forward faster — without sacrificing confidence:
- Thorough candidate vetting: We don’t just send résumés. We pre-screen for technical ability, communication skills, and workplace alignment.
- Market insights: We provide context on candidate availability, demand, and offer trends so you can act strategically.
- Decision support: Not sure if a candidate is “the one”? We help you evaluate based on your team’s needs and hiring goals.
Hiring doesn’t have to be risky. It has to be timely.
Final Thoughts: Don’t Let the Best Get Away
In recruiting, timing is everything. The candidate you interviewed today may have multiple offers tomorrow. If they meet your requirements and feel like a strong addition to your team, don’t wait — act.
Dunhill Staffing Systems is here to help you recognize the right fit when you see it and move quickly to secure them. We’ve helped dozens of companies avoid the pitfall of hesitation — and we can help you, too.
