You Don’t Need 100 Resumes. You Need 3 Right Fits.

Many HR teams and business owners tell us: 

“Show me more resumes, so we can pick the best.” 

It sounds logical. More options should mean better choice, right?
But in real hiring, volume often works against you.

In Malaysia and Singapore’s fast-moving market, the real goal isn’t to collect resumes. It’s to find 3 candidates who truly fit so hiring managers can decide confidently and quickly. 

Hiring teams ask for more profiles because it feels thorough and keeps stakeholders comfortable.

But too many resumes often create:

• Decision fatigue when managers can’t see who really fits 

• Slower process while you compare ten, twenty or more profiles 

• Higher drop-off risk as top candidates accept other offers 

• “Maybe” hires who look okay on paper but leave quickly 

In the end, you might hire someone you’re not excited about. And the cycle starts again months later. 

What hiring really needs isn’t volume, it’s clarity.

Define what success looks like. Decide what soft skills matter most. Identify which cultural traits thrive in your team. A recruiter can then screen deeply before you even see the resume. 

At FIND, we call it a quality shortlist. Candidates must be able to do the job, want this job specifically and fit the team’s values. This helps hiring managers get just three to five aligned options so they can move fast and hire with confidence.

With our Malaysian and Singapore clients we’ve seen: 

• Shortlists of five or fewer candidates lead to offers about twice as fast 

• First-year retention improves  

• Hiring managers report more confidence when deciding 

Focused shortlists also mean fewer interviews and less lost time.

Hiring isn’t about collecting resumes. It’s about finding people who belong and stay. 

At FIND, we’d rather send you three great fits than thirty maybes. Because in the end, you only need to hire one.

Want to see what a curated shortlist looks like?

📩 Let’s talk.