My department is expanding so I'm hiring another entry-level position -- one that I've hired successfully for several times before. Normally, I struggle for candidates, but this time, I've got an abundance -- including someone who I consider an A+ candidate: Resume and samples are <i>exactly</i> what I've always looked for (never happened before), and a quick phone interview with this person went great.<p>So I've scheduled this person for an interview early next week, and my instinct is if the interview goes well/candidate passes our in-house tests/references check out, to offer the person the job and move on. But I'm wondering -- what about the 10 or so A-/B+ resumes I've gotten? Normally, I'd be thrilled to have a shot at these candidates. Do I have an obligation to my company/my team to talk to every one of them just in case one of them pans out better? I really don't want to waste anyone's time/get anyone's hopes up if it's a small chance. Also, if this A+ person truly is the right fit, I don't want them to get away.<p>So I'm wondering, if you were one of the A-/B+ candidates, would you want me to bring you in for an interview on the small chance you might show the other candidate up? And managers, when do you make the cut-off decision when you're hiring? (BTW: This is only my first week of resumes for this position -- normally it would take a month or more to get half as many qualified candidates -- really is bad out there.)<p>Any/all feedback appreciated. Thanks!
If you are really sure what you are looking for (which in this case looks like you are) I do not see much value in interviewing others.<p>On the other hand if someone were not that sure about what exact qualities one is looking for then it would make sense to interview a wide set of candidates.