At first, having too many qualified candidates may sound like a problem you’d want to have—more candidates should lead to better options, right? But here’s the reality: more doesn’t always mean better.
As hiring managers, you’re likely feeling the strain of sifting through a flood of CVs, only to find that none of them quite match what you need. You’ve got a stack of applications, but it feels like you’re no closer to filling the role with the right person.
Here’s what you’re probably facing:
•Endless CVs that don’t meet your needs
•Hiring fatigue from reviewing endless applicants
•Wasted time in an inefficient process
•Rising recruitment costs as the process drags on
So how did we go from scarcity to an overload of candidates—and why is this abundance causing so many headaches?
The Shift from Scarcity to Overload: The Hiring Manager’s Dilemma
When the pandemic hit, recruiting was a struggle. There weren’t enough candidates, and finding the right talent was a real challenge. But now, post-pandemic, the hiring market has shifted. More candidates are available, and hiring managers are receiving more applications than ever before.
On the surface, this seems like a win. But in practice, it means you’re spending hours going through CVs that don’t meet the mark. The flood of applicants is overwhelming—and in some cases, unqualified candidates are taking up more time than they should.
Job ads are often too broad, attracting applicants who don’t meet your criteria, or they’re so specific that they scare off the candidates who might actually be a good fit. Meanwhile, the best candidates—those who could be perfect for your team—often don’t even bother applying. They’re not actively job hunting. They don’t have “open to work” flags waving on their profiles, and they’re not engaging with public job ads. They’re too busy excelling in their current roles or being headhunted directly.
Why Some of the Best Candidates Never Apply
Here’s the reality: many of the best candidates aren’t actively looking for a job. They don’t need to. They’re already in demand. These candidates don’t engage with job ads or “DM me” calls. They prefer a more discrete approach. They don’t announce they’re “open to work”—they let the right opportunities come to them.
And that’s exactly where the problem lies for hiring managers relying solely on job postings or broad LinkedIn outreach. While those methods might catch a few good candidates, they won’t capture the right candidates—the ones who are already thriving in their roles and waiting for the right opportunity to reach out to them.
A Better Way: The Discovery Call and Collaborative Approach
So, how do you reach these passive, high-quality candidates? And how do you navigate the overwhelming volume of applicants to find the perfect fit for your role?
It starts with a discovery call—a conversation that’s as much about us getting to know your needs as it is about you getting to know how we work. This isn’t about sending over a job description and hoping the right person applies. It’s about understanding the deeper needs of the role, your team, and your company culture.
But here’s the key: this is not just about you and us. This is a mutual decision to make sure we’re both aligned and committed to the success of this search. It’s an invitation for you to bring other key stakeholders into the conversation so that we’re all on the same page. This is a partnership, not a transaction. By the end of our conversation, we’ll both know if we’re the right fit for each other.
During this discovery call, we’ll explore:
•What truly matters for the role, beyond the job description
•What makes your team unique, and the kind of candidate who will thrive
•The long-term impact this hire will have on your organisation and culture
•How we can align our process with your needs, ensuring a smooth and effective recruitment journey
This isn’t about a quick placement—it’s about making a true, lasting investment in the right talent. We’re in this together, and we want to ensure that everyone involved in the hiring process is fully committed and confident in the decision-making. Bringing others from your team into the conversation ensures we’re all aligned, and the decision feels collaborative rather than dictated.
Why It Works
Starting with a discovery call ensures we’re not wasting time with irrelevant candidates or overly broad searches. Here’s why this approach is so much more effective:
•We save time by narrowing the pool to only the most relevant, qualified candidates.
•We deliver better quality by ensuring the candidates we present fit your role and your culture.
•We set expectations clearly at the outset, ensuring both sides are committed to a long-term partnership that ensures success—not just a quick placement.
If you’re tired of sifting through piles of CVs and want to focus on making the right hire, let’s start with a discovery call.
Book a call today, and let’s discuss how we can partner together to find the talent your organisation truly needs—without the hassle.
Additional Resources:
Take the 1-2-1 Strategy Assessment Quiz to help identify the best next step for your hiring needs—whether that’s a quick call, an in-depth discussion, or a full discovery session.
Interested in Search-Led Hiring?
You can learn more about how our approach focuses on finding the right candidates by exploring our Search-Led Hiring methodology.
The Retained Search Advantage: When Many Candidates is a Strength
In traditional recruitment, having too many applicants can feel overwhelming, leading to decision fatigue and wasted time sorting through irrelevant CVs. But with a retained search-led hiring process, more candidates isn’t a problem—it’s an opportunity.
“We bring all qualified talent to the table—screened, assessed, and interviewed—so you can be confident in your decision without needing to shop around. Our comprehensive search ensures full transparency, covering every angle to find the perfect fit for your team.”
Want to dive deeper?
Here are some additional blogs that explore our approach in more detail:
💡Why We Do Discovery Calls: A Peek Inside Our Process
🧩 Talent Mapping: The MedTech Search Consultant Approach
♟️Finding the Right Talent: How Retained Search Can Transform Your MedTech Hiring Process
2025 Blog Glow-Up!
This blog has been updated for 2025 with fresh insights and a more refined approach to tackling the challenge of too many candidates.
We’ve added new strategies for leveraging Search-Led Hiring, improving candidate selection, and ensuring a transparent, thorough recruitment process.
Stay tuned for more content designed to keep your hiring strategies sharp and effective in the year ahead.