Clients: How many candidates is ideal?

If you’re new to hiring, one of the most basic questions you might have is just how many candidates you need to interview to ensure a good selection.

Most HR experts will tell you that between 3 to 5 candidates is a good number, but of course, that number is not set in stone as someone like me can move the needle for you. 

However, the general rule of thumb is this:

?? Too many candidates, and you’re not properly screening and qualifying them before you interview. It’s also going to be a huge time suck for you, as well as a lot of paperwork and administration.

?? Too many candidates, and your job description and expectations for the position are not clearly defined.

?? Too few, and you can’t ensure you have enough choice.

However, the most important thing is to find the right person, and it’s certainly possible to arrive at that destination after interviewing even just one person.

For my clients, it’s not unheard of to hire after one interview—especially when the right search and vetting process is in place.

Most clients are of the mistaken belief that more candidates gives them a better feel for who's on the market. Add to that, they are often also looking at internal candidates that have responded to ads. However, therein lies the distinction. The candidates I work with are often not actively looking, so they would have NEVER known about them had it not been for me.

Again, conventional thinking will tell you to shoot for 3 to 5, but that target does not have to get in the way of real decision-making.

I personally don’t believe in sending a lot of candidates. There should be no point in that if your recruiter is good at what they do. 

?? I get paid to save you valuable time. 

?? I get paid to send my best candidates. 

?? Three is typically my number. 

This has proven to work given that for every three candidates I send to clients at least one of them gets hired. Not bad huh?

In some instances it’s often over with just one. Yes, just ONE.

This should not be a volume game when you have a good recruiter. 

Please don't confuse my confidence for arrogance. I am just good at what I do.

Give me a call. I walk the walk.