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We are in touch with hiring managers daily.  And we’ve realised this, “can many choices mean you make bad choices?”

These are the common conversations we’ve had with hiring managers and candidates:
“Amazing candidate, but I want to see some more before offering, just in case!”
“This role sounds ideal, but I just don’t know what else is out there!”

Two very common conversations we recruiters will be having daily at the moment.

Mr. or Ms. Hiring Manager wants to ensure there is absolutely no one else out there they have not seen despite having a fantastic candidate that has impressed in all the interviews and is chomping at the bit to accept the role right in front of them.

Said candidate will then often feel that lack of interest, be presented and tempted with other opportunities, and boom, they are no longer available.

And candidates, who may be just starting to explore the market but finds a role that ticks most of their boxes, will often fear making a wrong move. The process may have moved at a decent pace and before they know it, they are facing an offer. They can often use tactics to delay having to accept an offer to buy themselves more time.

This often leaves a bad taste in the client’s mouth and can burn bridges. Clients may have lost other credible candidates in this process.

On the flip side of this, candidates and clients that meet everyone and anyone, hoping the right option will seem obvious, often end up making bad decisions or no decision at all

According to Barry Schwartz, the author of The Paradox of Change, the more choice, the less the satisfaction rate of securing whatever the thing is one is trying to obtain.

Schwartz reasons that having too many options makes us fear missing out, which causes anxiety, analysis paralysis, and regret.

The antidote for overloaded hiring managers and candidates alike isn’t more options, it’s decision simplicity.

Really identifying what is important to you and having the discipline to focus on the key things that are essential and ignore the rest, and ultimately you will derive greater satisfaction from the choices you make.

As recruiters, we guide both hiring managers and candidates alike, and we’ve realised that can many choices mean you make bad choices?

So we’ve put together a list to make sure success in placements and sourcing is achieved:

  1. Get clear on what really matters to you before embarking on a process. What are your values? Why are you looking in the market right now? What is missing?
  2. Who else is affected by this decision? Family if you are a candidate, or stakeholders if you are a hiring manager. Get their input at the beginning of any process so you are aligned.
  3. Do you have all the information to make a decision?

Can many choices mean you make bad choices  

I am a big believer in trusting your gut instinct but make sure you are not making any decisions based on assumptions.

I would recommend adopting the services of a specialist recruiter who has access to a variety of suitable roles and expert candidates but who can identify the top 3 opportunities or the top 3 candidates that will work for you specifically.

This way you can simultaneously assess 3 strong options and make a decision based on your criteria and research.

Currently, in this crazy market, too much choice = delays = disappointment.

If you are interested in learning more about how Oaktree can help you secure your next strategy role or improve your hiring process, feel free to drop us a line or reach out to Anika for a confidential call. You may also read more about our insights and blogs here.