Find The Right People, Not The Best People.

We’ve spent quite some time to hunt candidate for a particular role for one of our client’s company, Z.  A month ago, we finally found someone that 75% match with what’s our client’s requirements.

Candidate went through an interview with the hiring manager of the company  Z and the feedback from the hiring manager were good. Both hiring manager and HR were satisfied with the candidate’s performance. Everything sounds great and we were waiting for good news from the company very soon.

However, a week later when we follow up with the HR, HR mentioned that management has decided to wait and see if there’s anymore candidate who 100% match with their requirements.

3 weeks later, HR from company Z has came back to us that they’d like to make an offer to our candidate. However, candidate is no longer available as she has already accepted other job offer from other company. Company Z were regretful with their slow hiring decision and urge us to continue source for other similar portfolios.

Slow responsiveness of recruitment process might lead to hiring someone who is not much quality, losing of good talent for a specific job role, delaying of different parties’ time, as well as indirectly damaging the company reputationof having ‘slow-moving’ culture. Thus, for employers, whenever you found the right person, please do not hesitate. There’re no best people in the market. Thus, find the right people and train them to become the ”best people”. 

Lesson learned :
Find The Right People, Not The Best People.

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