👩‍🎤 When Looking for a Superstar is Not the Best Idea

In our previous post, we discussed what happens when a recruiter presents great candidates to a hiring manager, but the manager asks to “keep looking.”

What should the recruiter do? First, understand the reason behind the request. In some cases, it might be acceptable, but in others, it could harm the business. Let’s look at situations where the idea could backfire.

The Search for Superstars

Imagine a recruiter finds an amazing candidate. The hiring manager meets with her and is pleased. However, instead of preparing an offer, the manager gets excited and says:

Wow, there are great people on the job market! But maybe there’s an even bigger superstar we haven’t found yet?

This excitement has its risks. While the recruiter looks for “superstars,” the great candidate might change her mind and accept an offer from a competitor.

Or, over time, she might request a higher salary. When approached by recruiters, candidates often recognise their market value and seek other offers.

💼 NEWHR Case Study

A food-tech company was looking for a CEO.

Olga Makarova, an executive search consultant at NEWHR:

We pulled our first candidate from the network and showed him to the client. They liked him a lot, but thought, “What if there are more like him out there?”

The client asked to see more candidates. The recruiters tried to return to the first candidate quickly, knowing there was a risk of losing him. Ultimately, the initial candidate was hired.

How to Minimize Risks

💡 Set Clear Timelines for the Candidate

From the candidate’s perspective, it might seem like the recruiter disappeared for two to four weeks or even more.

Many candidates will mentally cross off the company by that time. Some may feel that a company that suddenly disappears likely has broken processes and decide it’s not worth joining.

If you’re unsure of the timeline, at least stay in touch with the candidate and keep them updated.

💡 Engage Candidates While They’re Interested

Even if a candidate was initially enthusiastic about your company, their interest might cool off quickly — often within those two to four weeks.

Maintain their interest with frequent communication: provide feedback, schedule additional meetings, invite them to a conference or for a tour of your office, and introduce them to the team.

💙 NEWHR Recruiting can help you find tech talent of any level to fit your business needs. To reach out, fill out the form or email us at contact@new.hr