We’ve been bogged down a bit of late with clients who continue to ask for more.
Not quality more, but quantity more. They want to see so many candidates, when they have been presented amazing candidates, and it’s stalling the hiring process. What should we do about it? It’s driving us a bit bonkers.
We talk as a team all the time, when we’re all in the office together, or all hybrid, or anywhere in between. We’re just feeling with some clients ‘You’ve seen the shortlist. And the long list. And the shortlist of the long list. You’ve met impressive people—diverse backgrounds, strong values, frontline grit, boardroom polish. And yet… you’re still holding out. Still waiting for something to click. Still not ready to decide’.
As recruiters specialising in aged, health and community care leadership, we know how high the stakes feel when hiring. You want to get it right, and rightly so. But when does being thorough turn into being stuck?
The decision dilemma.
Hiring timelines are blowing out. Weeks become months. Roles sit open. Sometimes when we have an ‘on demand’ leader of ours in the seat, while we recruit to the role, they start to burn out. When there is no interim person while we recruit, teams absorb the pressure. And meanwhile, candidates (people who’ve taken the time to show up, prepare, and put themselves forward) are left waiting in limbo.
You’re not trying to waste anyone’s time. But somewhere in the process, the line between “searching carefully” and “searching endlessly” gets blurry. The goalpost shifts. The “yes” never quite comes.
Is it us? Is it you? Maybe it’s both.
Let’s name it: decision paralysis is real. As recruiters, we take responsibility for helping move the process forward—but without pushing for the wrong hire. We don’t believe in fast for fast’s sake. But we do believe in clarity.
Sometimes, the challenge isn’t a lack of quality, it’s too much of it. You’re presented with leaders who tick every box… but not all the same ones. Some bring corporate polish. Others bring lived experience. Some feel ready-made. Others feel like high-potential bets. And suddenly, you’re in the playground surrounded by shiny toys—but you can’t choose just one.
From penthouse to ground floor—here’s what we do
At P.J. Recruitment, we don’t just throw you a stack of resumes and hope for the best. We bring you real range—from the penthouse to the ground floor—because that’s what leadership in care often needs. Lived experience. Strategic minds. People-first managers. Sector-shifters. We cover the spectrum, not to confuse you, but to help you see what’s possible.
And when you’re not sure what you’re actually looking for? We help with that, too.
We go beyond the brief. We ask deeper questions. We help you weigh what matters most for your team, your culture, your moment of growth.
Time is not infinite—especially in care
While you’re weighing up one more option, the market keeps moving. That brilliant candidate? They’re probably fielding other offers. That team waiting for a leader? They’re stretched thinner by the day. That strategic project you want to kick off? Still waiting on a signature.
As recruiters, we care deeply about both sides of the equation—clients and candidates. We owe it to both to keep momentum going.
Here’s the truth: too much choice doesn’t always help
It’s a bit like being handed the dessert menu at a restaurant full of five-star options. All beautiful. All tempting. But you can’t order all of them—and if you spend too long deciding, the kitchen might just close.
That’s where we come in. Our role isn’t just to source talent. It’s to guide your decision-making process. To help you move from ‘maybe’ to ‘yes’—confidently, and without regret.
You don’t need every option. You just need one. The right one.
Hiring in aged, health and community care isn’t easy. It’s complex, emotional, human. But it doesn’t have to be overwhelming. With the right partner, you get insight, support, and clarity—without dragging things out or compromising on quality.
If you’re ready to stop sampling and start deciding, we’re here.
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